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The Do’s And Don’ts of Conducting Employee Background Checks

July 8, 2016 by  
Filed under Blog

In a world where employees are the face of corporations, you want to make sure you have the right team of people representing your business. Hiring an employee with prior criminal records and convictions could result in some legal liabilities in the future. It also puts your credibility at stake. According to a 2012 background check survey by the Society for Human Resources Management, approximately two-thirds or 69 percent of organizations in the U.S. reported to have conducted criminal background checks on every job candidate.

Yet, running employee background checks are frowned upon by the business community. How should businesses get past this conundrum? As expert corporate investigator, we conduct pre-employment screening and theft and fraud checks, and so we put together the top do’s and don’ts of employee background checks:

1.     Do Focus on A Broad Spectrum of Investigation

Take a wide approach on the potential employee by focusing on his or her education, employment history, any history for violence, criminal charges, driving records history, etc. Many a times, companies fall target of the Equal Employment Opportunities Commission (EEOC) scrutiny if they overlook a candidate solely on criminal charges, irrespective of how long ago it may have been.

2.     Don’t Fail To Ignore the “Ban the Box” Issue

In the “Ban the Box” movement, the EEOC has begun to use Title VII of the 1964 Civil Rights Act to sue any business for enforcing ill practices that impact minorities. This also includes not hiring applicants with former criminal backgrounds. The EEOC claims that employers should not ask the question pertaining to employee criminal history early on during the hiring process – instead at the interview phase. Furthermore, the criminal history related question should be tailored to the specific job that the candidate is applying for.

3.     Do Comply By the Law

In certain cases, the employer is required to get a legal release form which is provided by the candidate after his or her rights are informed to them. Once the report has been completed, they should be provided with a copy, in addition to any adverse actions decided by the employer.

4.     Don’t JUST Look For The Negatives

Typically the trend is to seek out any criminal records and to verify if the candidate has been honest in his or her application. However, you may also use this opportunity to uncover some valuable and positive information about them that could help you decide between promising candidates.

5.     Do Hire A Professional National Special Investigations Firm

Your business may not have the resources to run an extensive and effective search on the candidates, and you want to ensure that you have accurate information, with all loose ends tied. A professional corporate investigative service will do that. At National SIU, our special agents can be an invaluable asset to all types of investigations, because we always have our clients’ best interests in mind.

Please feel free to call us at, 800-960-NSIU (6748) now.

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