Now that you have found your dream employee, it is time to run a background check. Background check of an employee is a vital component of the recruiting process. Before you reach an agreement with the employee, you would want to turn every stone in ensuring you are making the right decision.
Although background checks are not legally necessary in the private except the employees are affiliated with federal government agencies that require a security clearance.
This hiring protocol helps you unravel and confirm certain information about your employees depending on their background record you are searching.
What Employee Background Information Can Employers Check?
Background checks, a common HR practice discloses certain information about an employee that contravenes the companies hiring policy. The information gotten varies, as there is a no standard record of an employee to run a check on. The information checked on should be related to the given job. For example, if you hire an employee to work in a financial institution such as a bank, you should check on their criminal record to see if they have a history of embezzlement or theft.
Background information of an employee that you can lay emphasis on includes:
- Criminal’s record
- Financial history
- Employment record
- Social security number
- Court records
- Credit report
- Driving records
- Vehicle registration
- Property ownership history, and so forth.
How to Run a Background Check
Before conducting a background check, the potential employee should be notified according to the Equal Employment Opportunity Commission (EEOC). Failure to comply with this warrants report about you to the Federal Trade Commission (FTC). Before running a background check, you have to:
- Notify the potential hired about the planned background check in writing
- Get written consent from the potential employee to go ahead with the background check
There are third party check services companies that can help you check the background of your prospective employees. Before you secure their services ensure that they are complying with the Fair Credit Reporting Act (FCRA) to avoid running into trouble with the Federal Trade Commission and the Consumer Financial Protection Bureau.
Pay attention to the state laws as some states have an extra layer of restrictions on what the background check to conduct in the hiring process. Some states ban employers from information on their employee’s genetics, social media information or criminal history (unless it will directly influence your business negatively).
Ensure that you understand the process and the state laws of conducting a background check before you set out to gather your employees’ information. This is to enable you to make better recruitment and avoid have a run-in with the state laws.