How Is a Background Check Used?
Background checks are becoming a common aspect of the recruitment process, as employers seek to understand the professional and personal history of potential employees before making crucial hiring decisions. A background check is essentially an investigation of a person's past activities, with the aim of verifying whether the individual meets certain standards or qualifications. While the specifics of a background check may vary depending on the employer and the position being filled, there are several common ways in which a background check is used. This article explores how a background check is used, what information is typically sought, and how it affects the hiring process.
Why Do Employers Conduct Background Checks?
Employers may choose to conduct a background check for various reasons. Some employers may conduct background checks because they are required by law to do so. For example, certain professions such as law enforcement or financial services require a thorough background check before granting a license or certification. Other employers may conduct background checks as part of their internal policies to ensure that all employees meet certain standards or qualifications. Additionally, employers may conduct background checks to reduce the risk of negligent hiring or to protect their business from potential legal liability.
What Information is Typically Sought in a Background Check?
The exact information sought in a background check may vary depending on the employer and the position being filled. However, there are several types of information that are commonly sought in a background check. These include:
Criminal History: A criminal history check is typically conducted to verify whether an individual has a criminal record. Employers are often concerned about criminal convictions, especially those that may be relevant to the job being applied for. For example, a bank may screen for fraud or embezzlement-related convictions, while a school may screen for convictions related to child abuse or molestation.
Credit History: A credit history check may be conducted to determine an individual's creditworthiness, which may be relevant to certain positions. Employers in the financial services sector or those hiring for positions that handle money or financial transactions, for instance, may view an individual's credit history as an indication of their level of responsibility or financial stability.
Educational Background: An educational background check may be conducted to verify an individual's educational qualifications, including degrees or certifications. This is especially relevant for positions that require specialized knowledge or certain degrees, such as doctors, lawyers, or engineers.
Employment History: An employment history check may be conducted to verify an individual's employment history, including previous job titles, dates of employment, and reasons for leaving. This can help employers verify that the information provided in a job application is accurate, and may be relevant for positions that require work experience or particular skills.
Personal References: Personal reference checks may be conducted to verify an individual's character or suitability for a particular position. Employers may ask for references from previous employers, colleagues, or personal acquaintances.
How Do Background Checks Affect the Hiring Process?
Background checks can affect the hiring process in several ways. For one, they can delay the hiring process, as employers may need to wait for the results of a background check before making a final decision. This delay can be frustrating for both the employer and the candidate, especially if the position needs to be filled urgently.
Additionally, a background check may uncover information that was not disclosed during the initial application or interview process. Employers may choose to reject an applicant if they discover that certain information, such as a criminal record, was not disclosed or was misrepresented.
However, employers must be careful not to discriminate against an applicant based on information found in a background check. For example, an employer may not reject an applicant based solely on a criminal conviction if the conviction is not relevant to the job being applied for. Similarly, employers may not discriminate against an applicant based on their race, gender, or age, even if information in a background check suggests that such discrimination may be justified.
Overall, background checks are an important tool for employers to use when making hiring decisions. They can help employers identify potentially risky candidates, verify important information, and reduce liability. However, background checks must be used carefully and fairly, and employers must ensure that they do not discriminate against applicants based on irrelevant information. With the right balance of caution and diligence, background checks can be a valuable tool for any hiring process.
