8 Best Tips For Reliable Background Checking 

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8 Best Tips For Reliable Background Checking 

Statistics revealed an alarming percentage of fraud on the resume, curriculum vitae, and even in cover letters submitted in online applications. This urged employers and hiring managers to develop and use more extensive background checks on applicants and employees to save the company from spending and investing in the wrong people.  

In the first place, why is a background check a must, not just in the hiring process but even during employment? Background investigation is a primary means of gathering and validating information about applicants and existing employees in a company. This helps the hiring managers to determine if the applicant is unqualified for the position due to different reasons. A background check can consist of looking into one’s criminal conviction, law violations, poor credit and misrepresentation history, and other things that need validation like previous work or educational degrees. This can be done by contacting your former employers, workmates to obtain relevant information about an applicant.  

On top of the reason why a company conducts background checks is to protect the company from any legal liability. Also, other reasons include: to improve the quality of hires, this is part of the mandate of the law, to preserve the company reputation, and to prevent cases of embezzlement, fraud, and other criminal activity that can be committed in the company or connected to the company.  

We have here at least 8 best tips on how to help you conduct a reliable background check and save your time for hiring a troubled employee: 

Be keen and skeptical in reviewing resumes and other application paraphernalia. The digital age made everything possible where the fraud looks nice and legit look bland. Take a good look at the academic credentials and work experiences because these are the areas where fraud and misrepresentation are usually committed.  

✔️Always ask specific questions and require specific answers. You can do this like a two-way authentication factor screening. First, screen the applicant via phone interview. Ask him about the statements he included in his resume. Ask him questions like, what is your role in your previous company, what do you do or how do you finish your tasks daily. Make sure you take not his answers so that you can cross-reference it later. Second, validate his previous answer by asking him again to answer an excel question test, where he needs to write his answers in the same questions. This is how a hiring manager should spot the fraud. Red flags can be noticed when you can see conflicting answers, vague and broad answers, and refusal to answer. By this, you can validate their behavior and credibility.  

✔️The entire hiring process is long and you need to be in a hurry. This is the common mistake by hiring managers, they are eager to hire without checking everything fact by fact. Fact by fact-checking is conducted only to the best in the pool, let us say the top three applicants for the job. Hiring managers should check every degree, the school, date, and majors. Past job experiences stated should be validated by previous employers as well as the designation and specific job functions. Certifications and affiliations can be cross-checked with inquiries in the specific institution that issued it. When suspicious facts arise, confront the applicant and verify it.  

✔️Hiring managers do not need to spend so much and worry about the background check cost. Search engines and social media can provide you the history of the applicant. You can use Google, Facebook, or Instagram to verify some details given by the applicant. If you can see a big difference that would qualify as a red flag, dig deeper, or ask the applicant immediately. There is information that is readily available for the public like credit reports, drug tests, driving records, state licensing reports, and court records. To be safe and to prevent legal complications regarding confidentiality, the hiring manager should ask for consent from the applicant to do a background check. From this, you can see if an applicant has something or hide or not. If from this point there is already conflict then you’ll save time looking at the wrong candidate.  

 

Why Do Employers Check Social Media? 

Are background checks cost-effective? Check this out to know:

 

✔️Check the applicant’s financial information. Research shows that applicants with a history of poor credit are often the employees committing wage garnishment in the workplace. To prevent this kind of financial issue in the future better check this angle.  

✔️Ask efficient background check questions to the listed references, like open-ended questions. Most references will respond positively and will speak well of the applicant. Open-ended questions will require them to describe, explain, and elaborate more things about the applicant.  

✔️Impose a strict policy. Lying and committing fraud should not be tolerated. Once you spot a lie or exaggeration in the credentials, eliminate them from the list. If this happens to your existing employee, immediately conduct an investigation and if proven guilty terminate their employment. Imposing strict rules about the credibility of credentials will uplift the standard of the company and the quality of your hires. You will be able to hire honest and credible employees that will contribute to the success of the company.  

✔️Conduct the appropriate background checks for a certain job. For example, if you are hiring for a job that involves working with heavy types of machinery it is important to check if your applicant has a history of drug use or check thoroughly their medical records for underlying health conditions. If you are hiring a company driver, take a look at his driving records if he has committed serious driving violations.  

The hiring and screening process is getting complex as we move on to the new normal and a higher standard of professionalism. Save your company from any negative impact brought by fraudulent resumes and applications. Background checks are of great help in hiring remote employees as the foundation of these kinds of employment are the resumes, credentials, and actual skills of the employee.  

In 2020, know what is the new method of background checks:

Each time you screen applicants, make sure you do not violate any state or federal laws. You should still respect the employment laws of every State as to what extent of information you can only access. The bottom line, employers, and hiring managers should not take for granted the importance of a quality background check. There are a lot of things to do to obtain relevant information about an applicant. At the end of the day, it is not just for nothing but for the future and smooth progress within your company. As they say, hire smart now so that you will not fire hard later.  

Know the all-new global screening process here: 

Written by Ariane Negishi

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