Getting started with employment background checks
Read time: 4 minutes
‘Background check’ is starting to feel like a buzzword in business – so do they really matter? What are their legal ramifications and how do you even get started?
Basically, an employment background check reviews a candidate’s record. Screening requirements differ based on the employer and what kind of job they are hiring for but typically an employment background check will include information like criminal and public records, Social Security number verification, employment history, education background, professional licenses, credit history, driving record and drug screening.
But why take the time and burden the cost to run a background check? Because it protects your business.
Just about everyone conducts at least one type of employment background screening now. A report by the National Association of Professional Background Screeners and HR.com found 96% of those surveyed conduct at least one employment background screening for their organization and 67% said they screen all of their part-time employees. You don’t want to let just anyone through your doors. It’s more important than ever to keep your workers and customers safe.
easyBackgrounds is the exclusive background check tool that integrates for a seamless flow of employment background data into the WFR system.
You may have a B2C business where employees are interacting with customers face-to-face on a daily basis in which case you want to ensure you onboard someone you can trust. Or maybe you’re a business who employs workers to carry cargo or deliver goods. Making sure that customers and vendors can receive their goods from a trustworthy employee with a clean driving record is essential. Nowadays, there’s usually a chance that your business deals with secure data. This requires a level of trust that can easily be screened with a background test to filter out unviable candidates.
It’s also important to make sure people are who they really say they are. Past experience might seem glowing on a resume, but only if it’s factual. At the end of the day, your business is represented by the people you employ.
At the end of the day, background screenings provide you with quality hires. Taking on and training new workers is always costly, and it costs you even more in the end if you don’t hire right the first time. Background screenings are a simple and essential way to protect your brand.
Typically, background checks are conducted by third parties. The cost is dependent on the kind of information you’re looking for and the turn-around time they can deliver.
Conducting a high-level background check yourself is possible by browsing social media and the internet if the position does not require deep research, if say, there’s little dependence on trust for the position. But keep in mind that conducting a background test yourself leaves room for error and opens yourself to the risk of knowing privy information that could breach local laws on what cannot be asked by an employer. Not to mention the amount of time you will need to spend trying to find the information you’re searching for.
Since hiring a third party to conduct a background is not a large investment, it’s usually the best way to go.
Conduct a background check with a third party
Before you start, always make sure your policy is consistent between each applicant to avoid any legal issues. The EEOC lets applicants know that “when an employer asks about your background, it must treat you the same as anyone else, regardless of your race, national origin, color, sex, religion, disability, genetic information (including family medical history), or older age (40 or older).”
You may also have state and local specific laws concerning background checks. Be sure to consult professional legal advice beforehand.
It is always required that you have legally written consent to perform the background check, but you are able to reject an applicant if they do not comply with your request. If you do happen to find something within the report that makes you not want to hire an applicant, you are required to provide them with a copy of the report and a “notice of rights” that explains why you made your decision and information on how to contact the company who conducted the background report.
When choosing a third party to conduct your screenings, it’s important to use a background check service that is Fair Credit Reporting Act (FCRA) compliant. It’s illegal under the Fair Trade Commission not to.
How to find a background check provider
Employment background check providers are not all the same. Make sure you do some research when trying to find the best fit for your needs. The Better Business Bureau (BBB) is a great first reference point. Referrals are another great source.
BeyondPay works exclusively with easyBackgrounds, an employment background provider that has been serving unparalleled background service for over 15 years. The easyBackground system has a recently improved integration with the Workforce Ready platform, BeyondPay’s full HCM platform. Together, the service and solution populate a candidate’s profile and—if hired—the employee’s profile with the data gathered during the background research and report.
easyBackgrounds provides every type of employment screening you would need. Their pre-employment check offerings include, criminal, sex offender, terrorist, education and employment verification, vehicle records, credit reports, drug and health screenings, reference and license checks, Social Security number tracing, and international searches as well. Ready to get started with easyBackgrounds today? Current clients can reach out to firstname.lastname@example.org and future clients can contact email@example.com.