Requesting a background check is an important step in the hiring process for many employers. They can help you confirm an applicant’s identity, check their qualifications, and identify any possible risks before you make a hiring decision. But if you’ve never requested a background check for a potential employee before, you might not know how to even begin.
Decide What Type of Screening You Need
Before you request a background check, you need to decide which checks are right for your business and the role you’re hiring for. Different positions, even within the same company, can have different levels of responsibility and risk, which can require different kinds of checks. For example, a company hiring a delivery driver might need to review driving records, while a financial firm might need a credit history check. Within one company, a financial advisor handling client assets may need a deeper level of background checks than a receptionist who doesn’t have access to clients’ finances. It’s important to only request the information that’s relevant to the job you’re hiring for.
Choose a Reliable Background Check Provider
Next, you’ll need to pick a professional background screening company. Look for someone who is committed to complying with the Fair Credit Reporting Act, or FCRA, and has detailed procedures for collecting and reporting information. They should be able to explain the screening options available and guide you through the legal requirements for running a background check. It’s also worth looking for a company with an online platform that makes it easy to submit your request, review reports, and manage documents. Choosing an experienced provider can help reduce delays and ensure your information is accurate.
Get Written Consent from the Applicant
It’s incredibly important to be aware that you can’t simply run a background check without letting the applicant know. Before you request any kind of screening, you have to provide the applicant with a clear disclosure stating that you’ll be requesting one. They then have to give written permission for you to order the background check. This is a step that’s legally required under the FCRA. Make sure your disclosure form is separate from the job application and that it’s written in clear, straightforward language.
Carefully Review the Results
Once you receive the report, you should review the information carefully and with a fair mind. A background check shouldn’t automatically disqualify a candidate simply because a past infraction appears on it. Instead, you should evaluate whether the incidents in the report are relevant to the duties of the job you’re hiring for.
If you deny an applicant based on information found on the background check, you need to follow a specific process, which includes informing the applicant of the reason for their rejection and giving them a copy of the report. They should then be given time to refute the report if they feel it’s inaccurate or that more information is necessary to provide context.
Ultimately, if you find a reliable provider with easy-to-use online background checks, getting these screenings done can be fairly quick and painless for you.