Background screening is a crucial part of the hiring process. Every employer wants to hire the best resources for his company because hiring an incompetent resource leads to a wide range of issues.
One lazy employee spreads lethargy among his peers. And instead of getting his tasks done, his clumsiness may pile up several other problems for his team to deal with. All in all, background screening is vital for finding the best characters to fulfill an important position in an organization.
But, a lot of employers don’t know how to proceed with the background check. Some overstretch the screening process while some take it a little too lightly.
The following do’s and don’ts of background screening will help you to get the job done without offending any candidate alongside ensuring accurate screening of an employee.
Do’s of Background Screening
1. Outsource if You Can’t Handle it…
First things first, if you can’t handle it, outsource it. Small organizations don’t have the dedicated resources to carry out background checks. Hence, they prefer to outsource to companies specialized in screening services. for accurate results.
This way, they get the most authentic and up-to-date reports. And it’s the wise thing to do to avoid any trouble in the future.
As an employer, you’d prefer to learn everything about your employee, including his personality. Is he an introvert or an extrovert? What are his habits? Where does he spend his leisure hours? And much more…
A one-on-one interview session with a candidate would suffice. If you have previous experience of interviewing a candidate, his/her facial expressions and reaction to each question would give you an idea about the candidate’s personality.
3.Ask for LinkedIn & Social Media Profiles
It’s OK to ask for social media profiles of a candidate. And if it sounds awkward to you, you must at least ask for a LinkedIn profile (after all, it has everything to do with a person’s profession and career).
Where else can you get a better idea about an employee’s background and personality? Maybe the job they have applied for requires creativity, but apparently, their social media profiles have no such display of creative thoughts.
The same goes for LinkedIn. You can always crosscheck if a candidate has lied on his CV about a certain job experience.
4.Look for Positive Patterns
Look for the positive data first. Normally, negative data always catches our attention when it comes to hiring but don’t let a few negatives here and there lose a talented candidate. Instead, focus on the positives.
If an employee has worked for a couple of years for his previous firm, it could be because of his loyalty, not because he didn’t get another offer.
A negative credit report does not always mean the candidate is a drug addict and spends profusely on drinking. It could be because of a health issue or being the sole breadwinner in his family.
Don’ts of Employee Screening
All employers want their employees to be super productive. A focused employee who works for 4-5 hours a day accomplishes more than the daily late sitter who keeps scrambling behind.
But the trouble with the productivity test is how do you measure it? Of course, you can’t ask a candidate to stay in the office for half a day and display his productivity level.
There’s no such thing as productivity screening. Everything related to work can only be evaluated during the probation period.
2.Social Media is a Show-Off
In the do’s of employee screening, I have mentioned the importance of LinkedIn profile and social media in employee screening. However, when it comes to social media, it’s not 100% true. Ain’t most of the stuff people share on Facebook is fake, or a show-off?
3.A Previous Conviction is Not Always a Red Flag
Nowadays, employers are quite rigid when it comes to criminal history. If an applicant has a previous conviction, he/she is less likely to be hired. But there’s a difference between murdering someone and going through a red light by accident.
Likewise, being arrested does not mean an applicant is involved in criminal activity. Maybe he was arrested in a raid after a protest or event and had no role in it.
4.Don’t Let a Single Positive or Negative Trend Influence You
As they say, don't judge a book by its cover. When it comes to background screening, don’t let a single negative or positive action, habit, or previous record influence your decision. Look at the bigger picture and then decide if a certain candidate is the right fit for the job or not.
Don’t chase perfection or this hiring process will become a headache for you.
The Importance of Background Screening
When it comes to health screening and getting a visa for a candidate, visa medical centers have a relatively straightforward process. But background screening is a little complex and time-consuming.
So the wise thing is to pay a specialized company to carry out this screening on your behalf and get accurate results.
Be careful with free, online screening services. They are bound to fill your company with a bunch of incompetent resources.