One of the most common reasons for criminal background checks, is an increasing amount of the number of lawsuits being faced by employers for negligence in accepting someone who ends up being violent in the workplace, assaulting a co-worker or damaging property. This exposes you to large compensation packages and settlements, so it makes sense to get a criminal history check done on potential employees so protect yourself from any liabilities.
Over and above this, many firms also have criminal background checks done on existing employees. It can certainly also be because of changes in company policy on employment.
Hiring the wrong person can hurt your company, your current employees and your clientage. According to a 2012 survey on background record checks by the Society for Human Resources Management, nearly 70 percent of all organizations asked say they carry out criminal background checks on all job contenders. Here are some points to note in mind when conducting employee background checks:
As an employer you need to consider all facets of the applicant, including their education, their employment, criminal and driving history, their use of social media and more. If you just target a specific point, you could miss on a potentially great manager. And if you use any criminal records they may have against them, whatever the charge and when it happened, you could find yourself in trouble with the Equal Employment Opportunities Commission.
Avoid a question about your application form which asks job seekers if include a criminal record. This can slightly off-putting to candidates, because they don’t know the limits you have set out as criminal behavior. Instead, you could interview everyone up front and do a background check later.
Make sure that the application processes are the same for all candidates to prevent any discrimination charges. If there are two free deep web people search applying for the same post or designation, they treated equally and the same background checks should done on them.
Should something come up in the background screening, it is always far better physically interview the candidate and make your reservations known up front. This way, any misconceptions can explain and cleared back up.
When conducting the arrest records checks make sure you actually follow the letter with the law. Some stringent rules on how far back you can delve into criminal records. You could so easily be lured to look up things a person not supposed but these checks differ according to local, state and federal laws, and are even job-specific. You will in addition need to get the applicant to agree to being subjected to the censoring. This entails getting a legal release from the candidates, informing them of their rights, disclosing the contents of the report, and reasons (if it comes to that) why they were not hired.
Many employers use social media platforms to check as a result of potential employees, option to only so many details you can find on the the internet. Real fact and figures can only be seen by a professional who licensed to achieve background checks. So hire a background screening company which experienced and to be able to get you % increase that will be factual and perfect.