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Background checks are a common part of the hiring process. However, many companies treat them more as a formality rather than an opportunity to learn more about the candidates they are seriously considering hiring. There are many ways to conduct a background check. The key is to ensure you are performing a proper background check that will help your company hire the best candidate possible.

“Information from an employment background check can impact many people who have a stake in your business and its reputation. The way you handle candidate background information can impact the candidates’ lives as well. It is a serious step in the talent management lifecycle that deserves proper care every step of the way,” says Chris Dyer on the balance.

STEPS TO PERFORM A PROPER BACKGROUND CHECK

The first thing you need to do to ensure there is consistency is to establish a background check process and make sure it complies with employment laws in your area. You need to follow this process for each candidate so you will have an accurate comparison.

  1. ESTABLISH A BACKGROUND PROCESS THAT IS REPEATABLE FOR EACH CANDIDATE – THIS WILL HELP ELIMINATE INHERENT DISCRIMINATION IN THE HIRING PROCESS

  2. SELECT THE CANDIDATES ON WHICH TO PERFORM A BACKGROUND CHECK (USUALLY YOUR TOP 3 CANDIDATES)

  3. CHECK PROFESSIONAL REFERENCES

  4. CONFIRM JOB HISTORY AND EXPERIENCE

  5. REVIEW SUPPORTING DOCUMENTS (CERTIFICATIONS, DIPLOMAS, PORTFOLIO PIECES)

  6. CHECK CANDIDATES’ SOCIAL MEDIA

  7. RUN A CRIMINAL BACKGROUND CHECK, CREDIT CHECK AND OTHER CHECKS THAT ARE RELEVANT TO THE POSITION

  8. COMPILE THE INFORMATION COLLECTED

  9. DISCUSS CONCERNS WITH THE CANDIDATE ABOUT WHAT YOU FOUND

  10. COMPARE CANDIDATES AND HIRE THE BEST ONE FOR THE POSITION

These are the basic steps that should be included in a proper background check. Additional steps may be required depending on the position.

HIRE A TALENT ACQUISITION PROFESSIONAL

If you want to get the most out of candidate background checks and ensure you are following the proper steps to vet applicants, consider hiring a talent acquisition professional. Failing to pick up on an important detail about a candidate or glossing over the process could lead to a poor hiring decision. You only get one opportunity to hire the right person for the job, and if you don’t, it could cost your company. An HR recruiter will ensure you hire the right people for the job.

MORE HIRING TIPS

4 Screening Tips from an HR Headhunter

5 Types of Words (or Phrases) to Avoid in Job Postings

5 Reasons to Outsource Recruiting and Talent Acquisition

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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