{"id":8203,"date":"2022-06-02T16:25:12","date_gmt":"2022-06-02T13:25:12","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=8203"},"modified":"2022-06-02T16:25:12","modified_gmt":"2022-06-02T13:25:12","slug":"why-and-how-to-run-a-pre-employment-background-check","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2022\/06\/why-and-how-to-run-a-pre-employment-background-check.html","title":{"rendered":"Why and how to run a pre-employment background check"},"content":{"rendered":"<div class=\"wp-block-classic-wrap\">Many candidates look <em>perfect on paper<\/em>. But what happens when, in reality, they\u2019re not?<\/p>\n<p>Think back to some of your past hires. Perhaps you met a Susan, who seemed to have the perfect references. Or,\u00a0a John, whose education credits made him the intuitive pick for the role. But soon they proved to be poor hires for your team. And it was only when you were trying to figure out what went wrong that you realized Susan\u2019s references were outdated and John had embellished his\u00a0resume.<\/p>\n<p>Outright lying about one\u2019s credentials is not very common among candidates, but \u201cembellishing\u201d does happen. And it <strong>can lead to poor hiring decisions<\/strong> that, in turn, cost you, not just in time and money, but also in productivity and morale.<\/p>\n<p>The good news? <strong>All this can be avoided with a pre-employment background check.<\/strong><\/p>\n<h2>What is a background check?<\/h2>\n<p>An employment background check is exactly what it says on the tin: ensuring the information a candidate has provided about themselves is accurate, and also there&#8217;s nothing suspicious or worrisome about their employment, credit, or criminal history.<\/p>\n<p>Running a background check for employment is more common than you might think.<\/p>\n<p>An SHRM survey found that <a href=\"https:\/\/www.shrm.org\/resourcesandtools\/tools-and-samples\/toolkits\/pages\/conductingbackgroundinvestigations.aspx\" target=\"_blank\" rel=\"noopener noreferrer\">92% of employers conduct employment background screening<\/a>.\u00a0And\u00a0while 87% do so at the pre-employment stage, there\u2019s also a 15% that rescreens workers annually. Additionally, the same survey showed that 10% screen employees when\u00a0they&#8217;re promoted or change jobs.<\/p>\n<p>So, what is usually covered in a standard pre-employment background check? It depends on your location and your local and federal laws, as well as on the different regulations that may apply within your industry.<\/p>\n<h3>The standards:<\/h3>\n<ul>\n<li><strong>Identity verification:<\/strong> This is to confirm that the basic information your candidate has provided, like their name, social security number, birthday, and whether they have the right to pursue employment in your country, are accurate.<\/li>\n<li><strong>Criminal history:<\/strong> While the process and specifics may vary based on where you\u2019re located, criminal history checks your candidate\u2019s records for outstanding warrants or convictions for felonies and misdemeanors. For US-based companies, this extends to checking\u00a0candidates&#8217; potential records\u00a0with the Homeland Security, the FBI, the Drug Enforcement Administration, and the National Sex Offender Registry databases.<\/li>\n<li><strong>History of employment and references check:<\/strong> Your candidate may list an impressive employment history on their resume\u2014 but is it accurate? The pre-employment background check will verify that the companies the candidates listed as previous employers were indeed places they worked in and that their references are valid.<\/li>\n<li><strong>Education verification:<\/strong> In a similar vein, this check will verify that the candidate attended the university courses and programs they stated they have and that there are records within those institutions regarding the candidate\u2019s attendance, grades and degrees.<\/li>\n<\/ul>\n<h3>The extras:<\/h3>\n<ul>\n<li><strong>Credit background:<\/strong> Based on your industry, and on the role you\u2019re hiring for, you may also need to run a credit check on potential employees. This is important if they&#8217;ll be working within finance: you want to make sure they don\u2019t have any history of bankruptcies or embezzlement convictions.<\/li>\n<li><strong>Licenses background check:<\/strong> Again, this is industry-specific, but if the role requires a license (like a medical license, teaching credentials, or other government-issue credentials) then it should be part of your pre-employment background check. Same goes if the position requires handling vehicles: you need to ensure your candidate\u2019s vehicle records are in order and their licenses have not expired.<\/li>\n<li><strong>Fingerprint-based check:<\/strong> This will only be relevant in safety-sensitive positions like healthcare and childcare (and certain positions in finance.)\u00a0A fingerprint-based\u00a0background check was more common before the pandemic, so you should\u00a0find out what applies to your industry now.<\/li>\n<\/ul>\n<p>Keep in mind that before you decide to run a pre-employment background check, you should consult with a lawyer. They will pinpoint <strong>what information is and what information is not allowed to collect<\/strong> based on your industry and regional regulations, as well as <em>how<\/em> to do so.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-8208 aligncenter\" src=\"https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314.png\" alt=\"pre-employment background check\" width=\"1200\" height=\"314\" srcset=\"https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314.png 1200w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314-300x79.png 300w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314-768x201.png 768w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314-1024x268.png 1024w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314-810x212.png 810w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2022\/05\/eFront_20220601_1200x314-1140x298.png 1140w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<h2>Why run a background check<\/h2>\n<p>Replacing an employee <a href=\"https:\/\/www.gallup.com\/workplace\/351545\/great-resignation-really-great-discontent.aspx\" target=\"_blank\" rel=\"noopener noreferrer\">costs one-half to two times their annual salary<\/a>\u2014not to mention the disruption it causes among your employees. With that in mind, running a pre-employment background check allows you to <strong>make smarter hiring decisions<\/strong>, which is essential for both company growth and seamless day-to-day.<\/p>\n<p>Done correctly, a background check can show you a candidate\u2019s past performance\u2014which can be a great <strong>indication of their future performance<\/strong> within your company. By\u00a0making sure their qualifications check out and that there are no character concerns, you increase the chances that your new hire aligns with your needs and values. This helps you <a href=\"https:\/\/www.efrontlearning.com\/blog\/2022\/03\/improve-employee-retention.html\" target=\"_blank\" rel=\"noopener noreferrer\">improve employee retention<\/a> in the long run.<\/p>\n<p>Running a background check is also a good way to <strong>ensure you&#8217;re building a workplace that is safe for all<\/strong>, and that you\u2019re not compromising your company culture by bringing in an individual who could be dangerous or unsavory.<\/p>\n<p>Additionally, there is a compliance and insurance angle to all this. If you hire a candidate whose licenses have expired and they\u2019ve managed to withhold that information from you, it could cost your company higher insurance costs, compliance fees, or even unnecessary lawsuits.<\/p>\n<h2>How to run a background check<\/h2>\n<p>In general, a background check is not something you can conduct fully by yourself. The legislation may differ depending on the area where you operate, but, in most cases, you\u2019ll need to work closely with a legally-compliant Consumer Reporting Agency or background screening firm, which will help you <strong>develop the right screening program for your needs<\/strong>.<\/p>\n<p>The process of vetting candidates may look different from country to country or even from state to state\u00a0And you always need to make sure you\u2019re compliant with your local legislation before you decide to run (or <em>not<\/em> run) a pre-employment background check.<\/p>\n<p>In most states, you need to <strong>procure written permission by the candidate<\/strong> before conducting a background check on them\u2014but if they refuse, you are allowed to exclude them from the selection pool. You&#8217;re also not allowed to check a candidate\u2019s medical information or genetic information and family medical history. You may also need to provide the candidate with a copy of your background report and information on how to contact the background screening firm you used.<\/p>\n<p>In most cases, a pre-employment background check won\u2019t take more than 72 hours to complete. However, as we\u2019re still amid the Great Reshuffle and it\u2019s hard to retain top talent, hiring surges may cause delays in the process.<\/p>\n<p>Finally, with the rise of remote and hybrid workspaces opening the doors to international talent, <strong>background checks can be a bit more complicated<\/strong>. Nowadays it\u2019s not uncommon for a candidate to have education credits from one country and employment history from another, which means your firm will have to check records from different countries and potentially request for verified translations (if the records are originally in a different language than English). This should also be baked into the allotted time you have set for the background check.<\/p>\n<h2>A successful hiring decision relies on multiple factors<\/h2>\n<p>And background checks are only one of them. For example, you\u2019ll need to assess candidates&#8217; skills through assignments and check if they&#8217;re a culture fit through behavioral interview questions.<\/p>\n<p>Then, what you do once you&#8217;ve hired them also matters. A good candidate will turn into a great employee if you invest in them, help them grow their skills, and give them opportunities for career growth.<\/p>\n<p>The first step, though, is to build\u00a0a structured hiring process, specifically one that includes background checks. This will lead to better decision-making\u2014and therefore a better organization.<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Many candidates look perfect on paper. But what happens when, in reality, they\u2019re not? Think back to some of your past hires. Perhaps you met a Susan, who seemed to have the perfect references. Or,\u00a0a John, whose education credits made him the intuitive pick for the role. But soon they proved to be poor hires [&hellip;]<\/p>\n","protected":false},"author":33903,"featured_media":8207,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41],"tags":[],"class_list":["post-8203","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-best-practices"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.2 (Yoast SEO v26.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Why And How To Run A Pre-Employment Background Check<\/title>\n<meta name=\"description\" content=\"A pre-employment background check can help you make sound hiring decisions. 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