Few Tips To Avoid The Background Check Issues
1. Treat Everyone Equally:
When conducting interviews or making recruiting decisions, you must treat everyone equally. Being treated differently because to someone’s race, religion, sex, national origin, color, handicap, genetic information, or age (if they are 40 years of age or older) is prohibited.
2. Inform Applicants The Time Required For Background Checks:
Remember that you must have a distinct, independent written document that expressly indicates you will be doing a background check before you may inform the applicant.
You can’t just include a little section about it in your usual application for work. Additionally, you must have the applicant’s written consent in order to do a background check according to the legislation.
3. Don’t Discriminate Based On The Results of Your Background Check:
If a candidate has a handicap, you shouldn’t base your hiring decision entirely on that knowledge. As long as it won’t significantly affect the operations or financial health of your organization, let them demonstrate their suitability for the position.
4. Keep All Employee And Employment Records Safe:
Most of the time, you must keep all paper and digital employment records for at least two years after receiving them or two years after the action was done (whichever is longer).
You can destroy the documents once the allotted period has passed by shredding, crushing, or burning paper records. Electronic records should be destroyed so they can’t be read or recreated. A hard disk may need to be “scrubbed” for this.