Let Background Check Professional show you the steps that can be taken by employers and their managers to shield themselves from potentially costly lawsuits due to insufficient background checking.
- Don’t hire any applicant until all pre-employment screening has been completed.
- Determine what kind of background check is needed for each position.
- Uniformly review all application information and look for gaps in employment, suspicious short terms of employment and unusual entries or omissions.
- Reviews should apply to temporary employees and employment agency referrals.
- Inform all applicants for employment that every fact on the application form will be checked. Get the written permission of the applicant to check all facts with all persons and companies listed on the application form.
- Actually call or write each reference and former employer. Keep written notes of information received when checking the application information. Find out if the applicant was considered reliable, trustworthy and honest. Ask if there was any improper conduct on behalf of the applicant at his previous company.
- Based on the information received, decide whether a criminal record or other search is appropriate. If there are sufficient questions in your mind, you should either not hire the person or check for a criminal record.
- Reconsider the level of background checking necessary when an employee changes his or her job.
- Be cautious about the kind of information you receive and use. Arrest records should not generally be used in making decisions. Convictions can be used.