Naturally, background checks should be relevant to jobs in question. If we're talking about positions with moderate salaries and relatively low level of responsibility, taking screening too far will seem intrusive and leave a negative impression on the candidate. On the other hand, when it comes to vetting for senior positions, particularly those in the public eye, a high level of scrutiny may be vital. So how do you make the most of candidate screening? Here are 7 tips to help you conduct effective background checks on job applicants.
1. Focus on employment history
This is the single most important aspect of your screening and probably the best starting point for the entire process. If you reach out to the candidate’s previous workplace and start receiving information which doesn't match provided information, proceed with caution. Finding any discrepancies in employment dates, listed salaries or even former job titles merits deeper digging.
This is where you call their every direct supervisor within the last couple of years and ask about the candidate’s responsibilities. Reach out to industry insiders who might know the candidate to gain a better understanding of their background. Try calling their references too – even if they most often paint a positive picture of the candidate, try to describe the position in detail and you might hear that they're not the right fit for it.
2. Look them up on the web
Start with a quick Google search. If you find no online profiles or professional information at all, treat it as a red flag. Otherwise, fish for any kind of social profiles, as well as information about conferences the candidate attended or organizations in which they were involved.
If you check their online history and find some discrepancies, you should either ask the applicant to clarify them or research them some more. Your actions will depend on what kind of discrepancy we're talking about – it's one thing to find a slightly different job title, and quite another if you spot a different college degree or attended university.
3. Check social media
Naturally, a large chunk of your online search will be dedicated to social media. First, turn to LinkedIn. You can see the candidate’s online profile, possibly with references from supervisors and employees attesting to their skills. You'll also see their connections and judge the value of this network to your organization.
Another common screening stop is Facebook and similar social networks. But always approach them with caution. Even if people tend to share every detail of their lives on social media, it still doesn't make their social media accounts a reliable sources of information.
You'll never find detailed biographies, but mere snapshots of their lives. That's why it's best to use Facebook and similar networks for getting a sense of the candidate's personality to ensure they will fit into the company culture. If you spot mentions of drug use or countless photos of drunken parties, you'll know who you're dealing with.
Remember that it's legal to check content candidates freely post about themselves in public form, but circumventing privacy features isn't.
4. Abide by the law
Speaking of legal matters, here's one good piece of advice for you: Follow the law, without exception. Background checks require a legal release form which should be completed by the applicant. Make sure to inform the candidate of their rights and offer them a copy of the report.
There are so many things that can go wrong in a background check. Make sure you know relevant rules – they usually vary on the basis of federal, state or local laws. It's best to simply check with your company’s legal counsel before proceeding.
Here's an example of the complexities involved in background checks that will show you why it's worth delving into the subject. Laws in some areas might be stricter than in others when it comes to hiring decisions based on documents such as personal consumer reports, criminal records or bankruptcy filings. To access academic information, you need to submit a formal request to both the candidate and school. Medical records are out of your reach – and they should stay like that, since making hiring decisions on their basis is illegal.
5. Know when to outsource
Sometimes your own methods for conducting background checks might turn out to be insufficient. This is where you should consider outsourcing the task. You can do that in two ways – either by hiring a private investigator or by using background check websites.
Even if it sounds far less exciting, consider background check websites first – they charge different fees depending on the requested amount of information, but show you all data in a single record, helping you with the research process.
It's best to hire private investigators for doing everything websites cannot do. You can reach out to a professional screening agency to locate the information you want – they've got the resources and experience to give you all you need without violating state or federal laws.
6. Communicate with candidates
During background screening make sure to keep an open flow of communication with candidates. If you find something that might have a bearing on the hiring decision, be sure to reach out to them and simply ask about it. Mistakes happen to everyone, so if your recruiting instinct tells you they're the right candidate for the job, do your best to resolve any misconceptions or reporting errors through face-to-face communication.
7. Build a no-tolerance policy and stick to it
Conducting background checks will teach you about the value of honesty. Establish a no-tolerance policy for lying and stick to it at all cost. Being consistent here you'll inevitably build a strong employer brand. If you detect a lie or misrepresentation from a candidate, make no haste in eliminating them – but only after giving them a chance to respond.
By building solid background check processes at your organization, you'll become recognized as an employer who doesn't tolerate fraudulent behaviors and will attract candidates who are serious about their careers.
Kelly Smith is a technology addict and an experienced writer at CourseFinder. She combines her huge interest in new tech solutions and leadership trends with her love for writing.
