In today’s gig economy, finding a qualified applicant is challenging. Let’s say after months of searching and expending generous overhead; you’ve discovered just the right specialist for the position.
All the interviews and skills assessments are completed, and the offer has been extended, pending an acceptable background check. You have submitted the information to a reputable, professional screening agency such as DataScreening. You know they follow standards you impose as well as all legalities of Federal and State mandates.
But uh oh, there’s a problem with the candidate’s background check. How do you handle the discrepancies?
- If there are inconsistencies between their resume and the background check, talk to the candidate. Can the errors be reconciled? Be aware if there are significant discrepancies, it may signal future problems.
- If there are issues such as judgments, liens, delinquencies or bankruptcies with the candidate’s credit score and financial records, ask the candidate to explain. Look for poor financial patterns over time. Everyone has a difficult time now and again. Perhaps the person has suffered a divorce, or a family member has had a catastrophic illness.
- If there is a criminal history, it is essential to know the circumstances and how much time has elapsed since the conduct in question. Note that an arrest and conviction are different. Arrest records are not proof of criminal behavior.
- If there are errors – yes, they do happen. Verify the information is correct. You don’t want to lose a good candidate because of a misunderstanding.
Using a reputable professional will put you in the best position to make sure you are hiring the right person.
DataScreening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the ASA (American Staffing Association), SHRM (Society for Human Resource Management) and the NAPBS (National Association of Professional Background Screeners).