One of the most commonplace reasons for criminal background checks, is an increased amount of the number of lawsuits being faced by employers for negligence in undertaking 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 conviction 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 would likely also be because of changes in company policy on employment.
Hiring the wrong search person by address for free can hurt your company, your current employees plus your clientage. According to a 2012 survey on criminal history checks by the Society for Human Resources Management, nearly 70 percent of all organizations asked say they carry out criminal criminal history checks on all job applicants. Here are some points head in mind when conducting employee background checks:
As an employer you need to consider all associated with the applicant, including their education, their employment, criminal and driving history, their use of social media and more. If you simply target a specific point, you could miss out on a potentially great worker. And if you use any criminal records they may have against them, whatever the charge and when it happened, you could end up in trouble with the Equal Employment Opportunities Charge.
Avoid a question upon the application form which asks job seekers if they have a criminal record. This can slightly off-putting to candidates, because they don’t know the limits you have placed as criminal behavior. Instead, you could interview everyone up front and have a background check later.
Make sure that software processes are the same for all candidates to avoid any discrimination charges. If there are two people applying for the same post or designation, they treated equally and issue background checks should done on them.
Should something come up in the background screening, it is always advisable to physically interview the candidate and make your reservations known up front. This way, any misconceptions can explain and cleared upward.
When conducting the police records checks make sure a person can follow the letter in the law. Some stringent rules on how far back you can delve into criminal records. You could so easily be influenced to look up things you are 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 screening. This entails getting a legal release from the candidates, informing them of their rights, disclosing the valuables in the report, and reasons (if it comes to that) why they are not hired.
Many employers use social media platforms to check standing on potential employees, a typical only so much information you can find on the internet. Real fact and figures can only be located by a professional who licensed to be able to background checks. So hire a background screening company which experienced and to be able to get you a report that will be factual and extensive.