Background checks are an expected part of the hiring process for many organizations, with as many as 69 percent of organizations surveyed by the Society for Human Resource Management stating that they conduct them. And with statistics as high as one in four Americans having an arrest or conviction record, it’s worth putting the effort into finding out more about potential hires with some thoughtful due diligence.
However, the type of background checks that are conducted can range quite a bit, from criminal and legal reviews to looking into work and education history presented on a resume and how a person acts on social media. At the end of the day, when your organization is looking to hire someone, it’s in your best interest to be thorough, follow the law, and be consistent in the criteria that you use in background checks so you can evaluate your candidates equally and with the widest range of data points available. Being proactive with a comprehensive look into a potential employee’s background is the best way to round out the real story of what may have been a fantastic interview or referral to make sure an organization is as knowledgeable as possible when bringing new employees into their offices.
Of course, different industries need to focus their scale and scope of background checks to meet their specific needs. Financial and banking institutions may find social media profiles and communications less important than perhaps a public relation firm might. It’s also really important to analyze the information coming back to you—there could be issues with the background report itself with cases of mistaken identity and growing problems with identity theft influencing the outcome of a check.
A seasoned executive search firm like Arthur Diamond Associates has the experience to help organizations build the right type of background screening for potential employees. We often serve as a trusted resource to truly vet candidates, are always transparent about the process, double-check data, and help protect the organization as new employees are brought on board.
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