One of the most commonplace reasons for criminal background checks, is an increase in 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 background 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 also be because of changes in company policy on employment.
Hiring the wrong person can hurt your company, your current employees alongside your clientage. According to a 2012 survey on background checks by the Society for Human Resources Management, nearly 70 percent of all organizations asked say they carry out criminal record checks on all job professionals. Here are some points to help you keep in mind when conducting employee background checks:
As an employer crucial to consider all involving 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 on a potentially great staff member. And if you use any criminal records they likely have against them, whatever the charge and when it happened, you could embark in trouble with the Equal Employment Opportunities Pay.
Avoid a question personal application form which asks job seekers if have got a criminal record. This can slightly off-putting to candidates, because they don’t know the limits you have begin as criminal behavior. Instead, you could interview everyone up front and do a background check later.
Make sure that software processes are the same for all candidates so that you can any discrimination charges. If there are two people 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 much better to physically interview the candidate and make your reservations known up front. This way, any misconceptions can explain and cleared back up.
When conducting the police record free records checks make sure that you follow the letter with the law. Some stringent rules on how far back you can delve into criminal records. You could so easily be inclined 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 likewise need to get the applicant to agree to being subjected to the verification. 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 hadn’t been hired.
Many employers use social media platforms to check through potential employees, but there is only so much information you can find on the affiliate. Real fact and figures can only be found by a professional who licensed to be able to background checks. So hire a background screening company which experienced and in order to get you a report that will be factual and perfect.