Securing talent – from entry level to C-level, cost employers time, overhead, and sometimes, productivity. Securing the right talent can be a cumbrous task. When a new hire proves to be a bad hire, the cost skyrockets. Utilizing background checks to affirm your choice of candidate is the right candidate can reduce stress and ultimately save you time and finances.
So, which background checks/screenings are pertinent, when and how do I use them, and are they legally compliant?
Which screening options/background checks should I choose?
First, determine which elements you need to include in the background check. Do you need:
- Verification of credentials
- Criminal records
- Work history
- Credit history
- Social media usage
- Driving records
While it is good to know as much as possible about an individual you’d like to hire, it doesn’t mean you need to cover every conceivable angle. What is the most important information needed to make a decision? What is relevant to the specific position? Choose your priority needs and conduct the corresponding screenings first – it may solidify your choice or negate it – both eliminating the need for additional screening.
Do I conduct background checks/screenings before offering the job or extend a conditional offer before the checks?
When it’s legal, do the screening first. Being able to evaluate the results of an employment background check before making an offer can provide a definite advantage to a hiring decision. Some states, however, prohibit this, requiring a conditional offer of employment to be provided before a background check/screening is implemented. It is crucial to know the laws of your state. Even when a conditional offer must be extended first, quality screening can still play an important role in confirming your choice and/or preventing a bad hire.
Can my company conduct the background checks or are we required to hire it out?
While a DIY website might provide an inexpensive solution, there is no guarantee the information provided by the online source will be accurate or complete. Be aware of the risks inherent if you choose this fragmented option. On the other hand, using an agency such as Data Screening.com ensures you maintain legal compliance and receive the most complete and timely results. After all, it is essential to keep your hiring process on track. Outsourcing your background checks and screening to a reliable agency will also ensure that your checks are legally compliant.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals, business owners, and staffing companies for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?