5 Best Practices in Employee Background Screening

5 Best Practices in Employee Background Screening

Table of Contents

Organizations must find the most qualified and talented people to help them address growing challenges that are unique to their industry, and conducting an effective employee background screening is an essential step in that process. Regardless of the size, strength, or industry, organizations can be directly affected by employee substance abuse, crime, corporate fraud, etc. Therefore, knowing exactly who you are employing is important. Background screening is an important step toward an effective hiring process. However, the approach and the purpose make a huge difference in the effectiveness of the background check process.


Below are the 5 best background screening practices which should be followed to minimise the risk of bad hire.

Identify risk parameters- It is very important to go to the grass root level and understand what risks actually haunt an organisation. Data security and employee fraud risks are two of the most common risks for companies in any line of business. The risks of ending up with a wrong hire also looms large. Ascertain risks arising out of job role- Each varying job role is poised to bring in new set of risks for the company to handle. Determining such risks would require deep understanding specifications and operations of the job role.

Selection of the right service provider-

 Companies need to understand whether they hold the capacity of carrying out the elaborate background screening process in-house or not. If they do not, it is best to outsource this task to an expert. Outsourcing has to be done prudently which would again require a certain amount of research. Research is necessary because such agencies would be dealing with confidential and therefore it is crucial to be sure about such an entity’s credibility.

Sufficiency of information- It is important to ensure that the verification process is able to retrieve sufficient information that equips one to take a concrete disposition. Insufficiency can contort the facts, thus affecting the final decision.

Legal compliance and fairness in execution- As per the norms of verification, the background screening process can be carried out only with the consent of the individual whose background would be verified. In addition to that, the entire process should be through legal sources and should not be done discreetly. These few points to remember will ensure that not only is the candidate being verified, but the information being collected through this process actually results in the right hiring decisions.

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