Guidelines in Conducting an Employee Background Check

The application process of employees is one of the most crucial processes in a company. During the application process, the employer should make sure all approved applicants are screened and evaluated according to company standards and the requirements of the job position. Another essential procedure that needs to be done before hiring an applicant is to conduct a background check.

If you are an employer and you are planning to do a background check of your applicants, you need to consider these important factors:

• The consent of the applicant must be obtained – The applicant has the right to know that you are going to check his background information. In some instances, the applicant may refuse a background check. Consequently, you may also deny his application.
• The purpose and necessity of the background check should be clear – As an employer, you should also inform the applicant the reasons why you are conducting the background check. Make sure that the information you will get has something to do with the position. For instance, in a security guard position, you need to know if he has already committed any criminal acts in the past.
• All gathered information should remain confidential – All the information that the employer will discover should only be used in the application process. If any detail is revealed publicly or used outside of the application process, the person may file a complaint against the employer.

Once you have considered the factors given above, you can proceed with the applicant’s background check. The following are some of the information you may need about the person:

• Driving record
• Employment record
• Education/school records
• Criminal records
• Credit records

These personal details are important in evaluating and identifying which applicants fit the job. Driving, employment, and credit records reflect a person’s sense of responsibility in handling situations on the road, at work, and regarding finances. Background checks are indeed essential in maintaining a competitive workforce within the company.

However, remember that applicants also have rights in relation to background checks. An applicant may consult with a background check lawyer and file charges against you if:

You checked information not related to the job.

You denied their application because you found out that they come from a certain race or country, or they have characteristics that can be subject to discrimination.

You looked at information and details that are too sensitive and private.

While employers like you have the right to conduct background checks, applicants and employees also have the right to sue you once you go beyond the boundaries. If you do not want to receive a notification letter from a background lawyer regarding your wrong actions, follow the guidelines given above.