In the current business environment, an employee background check has become imperative to the onboarding process. As the majority of companies are now concerned about their reputation, they perform background checks on all new hires to verify the information provided by applicants in their CVs or during interviews. These checks include educational verification, employment history, credit history check, education verification, or driving history and are done using employment screening services in India. Background checks have become so crucial that it is now integrated into e-recruiting software so that talent acquisition teams can perform such checks in a few seconds. This type of integration not only streamlines the hiring process but also greatly reduces the chance of error or fraud.
Even with the rapidly increasing popularity of background checks and technology that has transformed the entire process, many companies are still making a lot of mistakes in their verification process and practices. These faults can easily leave companies vulnerable to the consequences for which they are performing background checks in the first place. These include negligent hiring, data theft, violence in the workplace, the presence of sex offenders, terrorists, addicts, or other kinds of criminal behavior in the workplace. Here are some of the common mistakes to avoid while performing background checks:
Mistake #1: Failing to create a standard background verification policy
Simply because a company chooses to conduct some kind of background verification doesn’t mean that their talent acquisition team is performing the checks consistently or using the data appropriately. Composing a standard written policy for every job title assures that standardized background checks are performed on every deserving candidate, and that data is used following all company, industry, state, and federal regulations. Such a thing also helps in avoiding any kind of discrimination.
Mistake #2: Failing to perform employment history and education check
Many times, the desire to quickly onboard a seemingly suitable applicant can lead an organization to accept resume data at face value. However, such ignorance can have negative repercussions and cost companies a huge fortune. A large number of resumes submitted by job applicants contain some sort of false information related to their history of employment, education, or experience. Moreover, fake certificate provider companies are rapidly growing and continue to expand in recent times. A recent challenge that has come up is moonlighting, where employees are secretly employed in more than one organization. This can put sensitive company data at risk, apart from other challenges.
Mistake #3: Failing to cross-check different external vendors, contractors, and temporary employees
Many business leaders consider performing background checks on their external employees illogical. However, such types of verification are essential since they handle companies’ data and project information. One of the most significant vulnerabilities of organizations today is that they have to deal with a massive number of unverified suppliers and temporary employees. The concerning part is that people with suspicious backgrounds could become a part of those firms wherein background verifications are seldom performed on employees. This is why background screening for contract, temporary, and vendors should be an integral part of every company’s policy.
Mistake #4. Failing to perform international checks when needed
Nowadays, companies employ people from around the world. Candidates may have some portion of their education or experience that has happened outside their home country. It is just as necessary to perform an international background check using background verification companies. However, it should be noted that performing international background checks is more complex and governed by various local statutes, policies, and procedures. Talent acquisition teams should search for reputable employment screening services that are competent in international background screening to leverage country-specific rules & regulations as well as expertise to ensure a quality and compliant process.
Mistake #5. Failing to defend against sloppy retention
If an employee is caught involved in any criminal activity or causing damage or harm in the workplace, driving infringements, or having drugs in the workplace, the company can be held liable for negligent hiring and retention. In the global environment, an average lawsuit for negligent hiring and retention may cost a huge sum of money. Performing comprehensive background checks of all new hires before duty is essential to safeguard the company’s interest. Also, be mindful that a lot can happen in the future after a new joinee becomes a part of an organization. In addition, companies should also consider protecting themselves with periodic post-hire criminal checks and drug testing.
Mistake #6. Relying too much on old school manual internal processes
The more an applicant’s background verification information is manually entered into various systems, the higher the chances for human error. Moreover, dishonest candidates may put different information on their resume, employment application, and background verification form, hoping that companies won’t notice discrepancies among different piles of papers. Nowadays, companies can easily overcome these issues by hiring background verification companies that use e-recruiting software. Data from an employee’s application can easily be transferred to your verification provider, and checks can be ordered effortlessly, minimizing the chance of data duplicity.
The Bottom Line
While the background verification process becomes more and more technology-based, it is essential to note that effective background screening requires human intervention. Also, companies must be wary of fully automated systems that provide instant checks. Finding employment screening services that combine the best of automation and human investigation provides an optimum return on investment.
Performing comprehensive background checks while respecting the right and privacy of an individual is considered a balancing act for talent acquisition managers. By avoiding these common mistakes, companies can reduce litigation risks, standardize policies, and assure a safe, productive, honest workforce.
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