Background Check: What You Need to Know Before Making a Hire

Background checks are an essential part of the hiring process that enable employers to make informed decisions about potential employees. Such as their education, employment history, criminal record, and credit history.

This information is used to evaluate whether the candidate is suitable for the job and to identify any potential risks or concerns. Conducting a thorough background check is an important part of the hiring process. 

That helps employers make informed decisions about potential employees. Then One question is: what do you need to know before making a hire?

Before making a hire, it is important to consider the following: the role’s responsibilities, the job qualifications and skills required, the organizational culture and expectations, the budget for the role, the timeline to fill the role, the onboarding process, and any legal considerations.

Additionally, employers should review their recruitment process to ensure they are hiring in a fair and legal manner.

Process of Background Check Before Hiring

1. Develop a job description and job posting: The employer should develop a job description that outlines the essential functions, qualifications, and experience requirements of the job. 

This job posting should include a statement of non-discrimination, and should be posted in a visible location in the workplace. ‘

2. Pre-screen applications: The employer should review all applications to ensure that all of the minimum qualifications are met.

3. Interviews: The employer should conduct interviews to further evaluate the qualifications and experience of the candidates.

4. Background Check: The employer should conduct a background check to verify the candidate’s identity, criminal record, educational background, employment history, credit history, and references.

5. Reference Check: The employer should contact the references provided by the candidate to get an additional perspective on their qualifications, character, and work ethic.

Category Wise Costing Of Background Check

The costing of Background Verification services can vary depending on the specific services and the level of detail required for the check. 

The number of checks required, the location of the candidate, and the turnaround time required. Generally, background check services can be categorized into the following types:

1. Criminal record check – This involves checking for criminal records in various databases, including local, state, and federal criminal records. The cost of this type of check can range from $10 to $50 per check.

2. Employment verification – This involves verifying the candidate’s employment history, including their job title, duties, and length of employment. The cost of this type of check can range from $5 to $20 per check.

3. Education verification – This involves verifying the candidate’s educational qualifications, including the degree earned, the school attended, and the date of graduation. The cost of this type of check can range from $10 to $30 per check.

4. Credit check – This involves checking the candidate’s credit history, including their credit score, outstanding debts, and payment history. The cost of this type of check can range from $10 to $30 per check.

5. Professional license verification – This involves verifying the candidate’s professional license, such as a nursing or real estate license. The cost of this type of check can range from $10 to $30 per check.

In addition to these specific checks, many background check services also offer packages that combine multiple checks. These packages can range in cost from $50 to $200 per check, depending on the number and type of checks included.

Global Background Check Market Analysis Up to 2027

Global Background Check Market Analysis Up to 2027

Difference Between Background Check and Criminal Check  

Here is an example of a table comparing Background Verification and criminal checks:

Criteria Background Check Criminal Check
Legal requirements Depending on the type of check and jurisdiction, there may be legal requirements regarding consent and permissible use of information obtained. There may be legal requirements regarding the types of criminal offenses that can be considered, as well as how the information can be used.
Cost Generally more comprehensive and therefore more expensive than a criminal check. Generally less expensive than a background check.
Usefulness Can provide a more complete picture of a candidate’s history, which can be useful for positions that require high levels of trust or responsibility. Can be useful for positions that require a higher level of security clearance or that involve working with vulnerable populations.

It’s important to note that the specific information and requirements for background checks and criminal checks can vary depending on the country, state/province, or even the organization conducting the check. 

This table is intended as a general guide and should not be used as a substitute for legal or professional advice.

Short Tips For Background Check Before Hiring

Here are some short tips for conducting a background check before hiring:

  1. Identify the specific job requirements
  2. Obtain consent
  3. Verify information provided on the resume
  4. Conduct a criminal background check
  5. Follow legal and ethical guidelines 
  6. Use a reputable screening provider

By following these tips, you can help ensure that the background check is conducted in a fair, thorough, and legally compliant manner, and that you have the information needed to make informed hiring decisions.

Conclusion

Conducting a background check is an important part of the hiring process that can help ensure that the candidate is a good fit for the job and that the organization is protected from potential risks. 

A background check can provide valuable information on a candidate’s criminal history, education, employment history and other qualifications.

However, it’s important to conduct the background check in a legal and ethical manner, obtaining the candidate’s consent, using only relevant information, and maintaining confidentiality. 

Frequently Asked Questions

1. What types of information are typically included in a background check?

Ans: A background check can include a range of information, including criminal records, education and employment history, credit history, professional licenses, and more. The specific information included can depend on the type of check and the requirements of the job.

2. Can I conduct a background check on my own?

Ans: Yes, you can conduct a Background Verification on your own. However, depending on the specific information you are seeking and the laws and regulations in your jurisdiction, you may need to use a third-party screening provider or obtain the candidate’s consent.

3. Do I need the candidate’s consent to conduct a background check?

Ans: In most cases, you will need the candidate’s consent to conduct a Background Verification. This is typically obtained through a separate consent form or as part of the job application process. Be sure to provide the candidate with clear and concise information about what will be checked and how the information will be used.

4. Are there legal requirements for conducting background checks?

Ans: Yes, there are legal requirements for conducting background checks, including obtaining the candidate’s consent, using only relevant information, and complying with all applicable laws and regulations. It’s important to stay up-to-date on the legal requirements in your jurisdiction.

5. How long does a background check take?

Ans: The time it takes to conduct a Background Verification can vary depending on the type of check, the screening provider used, and other factors. Some checks can be completed within a few days, while others may take several weeks.

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