You've just received a background screening report from a third-party provider on a job applicant or current employee and, unfortunately, the news isn't good. If rejecting an applicant or terminating an employee is in order, there are certain procedures an employer must follow as specified in the Fair Credit Reporting Act.
Background checks on prospective employees are an important part of verifying applicants’ qualifications and identifying any legal or security risks that could be harmful to the company. Job applicants are generally honest when it comes to background checks, but some have found ways to get around these checks.
Here are five ways prospective employees might try to undermine the background check system to avoid revealing certain information that could prevent them from being hired.
Beyond basic “never dos” like showing up late and/or inebriated, wearing flip-flops, or not knowing anything about the organization or position, there are other ways candidates can derail their chances of advancing further.
Interviewers need to be aware of warning signs; spotting them quickly can prevent possible problems later.
These can include:
The shark species, as we know them, have been around for about 400 million years; they were dwelling the oceans when dinosaurs were roaming the land. Growing up on the Mississippi Gulf Coast, there is a saying: “We provoke a shark every time we get in the water where sharks happen to be. The ocean is not our territory – it is theirs.”
When hiring, it takes more than just checking a resume for previous job experience, education, and skills. You must also ensure that employees who are hired will not put other employees, customers, clients, or members of the general public, at risk while on the job. If an accident or incident does occur, employers are in danger of being accused of negligence in hiring practices. This legal accusation can end up being a very costly one for businesses.
More and more employers are thinking about, or actually doing, checks of a job applicant’s social media sites, with or without, the applicant’s permission.
The jury is really out on all of this, and here is why:
Many clients who are putting together their first background screening program ask us the same questions:
Here are some general tips to help you understand some of the basics about job applications, interviewing, and background checks. The goal is to hire the best people and to minimize risks. By no means does the following cover everything you need to know, but this will get you thinking and possibly making some necessary adjustments.