There is a lot at stake when it comes to doing employee background checks. A bad hire can cost your organization tens of thousands of dollars, or more. It can lead to lawsuits or loss of proprietary information. But, an improper or illegal employee background check can also lead to litigation, expensive fines, and damages. Here are five rules to help you perform a broad background check that keeps you safely within the law.
- Know your local rules
Almost everyone knows that federal law prohibits you from discriminating in your hiring practices on the basis of race, gender, age, ethnicity, national origin, and sexual orientation. But, many are not aware that their city, county, and state government may have other laws and regulations that govern how employee background checks can and cannot be conducted. This includes rules on things like credit checks and requesting access to social media accounts. Make sure you understand all of the rules that apply before developing a background check policy.
- Be consistent
One of the fastest ways to lose a lawsuit about hiring practices and background checks to have a history of inconsistency in following your own policies. Make sure you treat each candidate the same way. Innocent mistakes can easily be misinterpreted as bias or discrimination. Have a written policy that governs when background checks are required and how they are to be conducted—then follow the policy every time.
- Look at a broad range of factors
How much could someone tell about you from the worst moment of your life? We all have things we are not proud of. When evaluating a candidate make sure that you look at a broad range of factors. Consider things like:
You may miss out on great candidates if you are too narrow in your background focus.
- How long ago any negative incidents were
- Proof of remorse and change
- Honesty of candidate in disclosing negative factors
- Look for patterns
Not every bad hire has a criminal record. When performing a background check look for patterns of behavior. Has the employee clashed with a lot of coworkers or supervisors? Is there a history of unproven allegations of bullying or dishonesty? Are their signs of poor impulse control or decision making ability? Patterns can also work in the candidate's favor. Does the candidate have a solid job history with regular promotions? You want to consider the totality of the circumstances when basing hiring decisions on a background check.
- Engage professional help
One of the easiest ways to get into trouble with background checks is to do everything yourself. You can delegate much of the research for a background check to an outside agency that specializes in pre-hire screenings. However, you will need to be clear with what types of information you are looking for. You should not delegate the final hiring decision to an outside agency. Let them do the research and summarize it for you, but you should still review the findings and make the final decision.
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