You want to know the truth about your candidate's background before you hire. Before you face costly liability exposure, or waste time and money on employee turnover and rehiring.
Hiring the right employee doesn't have to be an expensive or difficult process. Done right, background screening can provide the information you need, at a price that makes sense for your small business.
Make sure you perform due diligence and put thought into your hiring process. There are key strategies to help you get qualified employees, and one such method is to conduct background checks.
A thorough background check is vital to assessing whether your job candidate will be an asset or a liability to your organization. After all, employees are an important and expensive small business asset. Just one bad employee can be costly and hurt your company profit.
Background checks are an important tool used by employers of all sizes to help verify the identity, history and credentials of a candidate seeking employment. Background checks also create a safer workplace by helping to ensure the applicants that are hired are who they claim to be and are more likely to fit the characteristics the employer seeks.
Every employer has a "legal obligation" to provide a safe workplace for its employees. Although no particular process can guarantee a safe workplace, conducting pre-employment background checks on all applicants is a sure way to minimize the problems associated with violence, theft, or substance abuse and will also help protect against potential negligent hiring lawsuits.
You'll benefit with quality employees, increased productivity and a positive impact in your work environment. And, you'll provide a safe workplace for employees and your business.
Affordable Pre-Employment Background Check Services
Not so very long ago the thought of being able to do a quick and easy background check on someone would have been unthinkable. The only way you could do it would have been to hire a private detective at considerable expense and then wait for some time before you got any results. Trying to check out everyone you want to hire would have been completely impractical. But then the Internet came along and changed all that.
You gain access to over 300 Million Criminal Records: Nationwide Court Records, over 3500 County Court Records, 50 State Appellate Court Records, over 250 Country Arrest Records, 50 State Sex Offender Records, 30 plus years of Address Histories from over 1000 sources, over 500 State and over 100 Federal Prison Data.
Whatever determination you make, maintain a consistent approach in order to prevent possible discriminatory practices. Check all employees or those with a legitimate business reason, like all company drivers. Don’t be selective. Following are some of the basic background checks that should be considered.
At the very least, all companies should be doing reference checks on applicants. Offers can be made prior to phone calls being placed, but candidates should be aware that offers are contingent upon successful results of reference and background investigations.
Besides asking for confirmation regarding position titles, dates of employment, salary and whether or not the applicants are eligible for rehire, companies should be asking for specific information about performance on the job both in terms of quantity and quality, lateness and absenteeism, and both employee strengths and areas for improvement.
The types of background checks companies choose to perform is largely dependent upon their line of business, staffing needs and the expense involved. Some may say that more information is better, but sometimes “more” may just mean more time and more expense.
Most human resources departments will only confirm minimal information, so it is better to call direct supervisors who are not as hesitant to divulge details. Smaller companies are often more willing than larger companies to give more in-depth information because they typically receive less human resource training.
Whether you represent the Fortune 500 or small business, hiring qualified, honest employees is critical to the success of your organization. It's important to perform due diligence and carefully screen your applicants. At least two references should be attempted on every candidate, but the hiring process should not be held up waiting for responses. Therefore, good judgment on hiring decisions is crucial.
The safety and wellness of current employees is compromised when the employer has no knowledge of an applicant's background. And is also crucial to conduct background checks on individuals that will have access to client's homes, personal items, the elderly or children.
Failure to conduct background checks on applicants can present an unnecessary threat to employees, customers, vendors and property. After all, they'll be representing your business every day. You'll help minimize problem hires and mitigate the risks in your small business.