A pre-employment background check can be very tricky. More and more companies are using the background check process to ensure that the employee has not exaggerated their role or skills and experience. In most cases, firms are reaching out to specialized verification agencies that will help them find an ideal employee with quality education, capabilities, friendly behavior and most importantly one who stays loyal to the company.
As a recruiter, there is a myriad of factors that needs to scrutinize before handing over a job offer to a candidate. The process of pre-employment screening helps you infer about your prospective employee’s eligibility to work in your company. If you don’t take this verification process seriously, the consequence of hiring a wrong candidate can be dire.
Every company has different goals and hence, the pre-employment background check varies with each company. Although the process varies from company to company, the employers must adhere to certain regulations and policies during their hiring process.
- Ensure FCRA Compliance
The recruiters must conduct background verification adhering to the rules and regulations set forth by the Fair Credit Reporting Act (FCRA). It’s illegal to discriminate any candidate on the basis of an individual’s race, disability, religion, color, gender, or nationality. Therefore, you must ensure that you have a reliable and efficient screening process set up for all individuals applying for the same job position.
Settling on a choice dependent on factual information and evidence enables you to keep yourself away from any prejudicial issues.
- Conduct Verification After the Consent of the Job Applicant
In the event that you plan a pre-employment screening check, the FCRA expects employers to give their prospective employee a divulgence that the employer intends to lead a background verification. Contingent upon the state laws, the FCRA may require various degrees of approval from the potential employees, however, all pre-employment background check require written consent from the candidate.
- Give a Copy of the Background Verification Report to the Candidate
If the pre-employment background check contains unfriendly data that may impact your hiring decision, you should give the applicant a copy of the background verification report, a letter stating that strict actions may be taken, along with a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act.”
This informs the job applicants about their rights and gives them a chance to dispute any errors that might be present in that report.
- Conducting a Federal Crime Search is Crucial
In spite of the fact that country and national database search is an essential part of pre-employment background check, the federal crime search is also crucial for the verification process, however, it is usually overlooked when conducting pre-employment screening.
Federal crimes or ‘white collar’ crimes, for example, fraud, theft, bank burglary, kidnapping, and more may not be reflected in the province, state, or national pursuits. Therefore, conducting a federal crime search is the most ideal approach to spot job applicants associated with felonies.
- Dispose off the Background Verification Report Safely
You may store the information obtained from the pre-employment background verification process for a stipulated period of time allotted by the law, after which you need to discard the report safely so that the data in the report can’t be read, misused, or altered. You may either, burn the reports, shred, pulverize, destroyed to forest.