When hiring the right candidate it has become common practice for employers to review more than just a resume. These days screening checks have become an integral part of the recruitment process, playing a vital role in helping organizations find the right person for a role.
Beyond a candidate’s persona, employers must assure themselves that they are hiring the person they present themselves to be. While a resume and interviews can provide valuable insights into a candidate’s skills and experience they are not always foolproof. This is especially relevant when hiring an employee with a sensitive role such as a system administrator who has access to official secrets.
Background screening checks can play a vital role in helping employers verify candidates’ qualifications, work history, and overall suitability for a role. In this article, we will outline tips to incorporate screening checks into the hiring process, helping organizations make effective and confident recruitment decisions.
Consider Legal Requirements
Before carrying out background screening checks on candidates it’s important to be aware of the relevant legal requirements which can differ according to state and industry. In most jurisdictions, consent is legally required from candidates before any screening checks can be conducted.
According to the Fair Credit Reporting Act (FCRA), candidates must be informed and give their consent to such checks. In addition to this legislation, the Equal Employment Opportunity Commission (EEOC) guidelines prohibit discrimination and require any checks to be relevant to the job.
For employers to comply with the law, screening checks need to be carried out in a secure and confidential manner to safeguard the privacy and sensitive information of all candidates.
Define the Screening Policy
By putting in place a robust background screening policy, organizations can be more consistent and clear in their hiring procedures. A well-defined policy can help employers understand their own requirements when hiring as well as ensure candidates are clear on what is expected from them during the background screening process.
A screening policy should outline the reasons for conducting background checks, the types of checks being carried out, and any criteria for disqualifying candidates. It should also include information to ensure all laws and regulations are being followed, such as the FCRA, EEOC, and any state-specific laws.
Choose a Background Screening Provider
Attracting and retaining top talent can be a lengthy and challenging exercise for an organization. To make the process easier, it is advisable to partner with a reputable background screening provider to lessen the workload and to benefit from their in-house tools, technologies, and expertise. For example, a Triton criminal records checks can offer employers in Canada criminal background checks on their candidates as a part of the hiring process.
When choosing a provider, consider matters such as the scope and types of checks they can conduct, their turnaround times, and how easily their reports can be accessed and understood. The screening provider should hold any necessary licenses and be fully compliant with the law. Online reviews and testimonials can also provide valuable insights into a provider’s reputation and reliability.
By following these tips, organizations can integrate screening checks into their recruitment processes, giving them the confidence they need to make informed hiring choices.
