Background verification is an integral component of many companies' hiring processes, providing peace of mind by assuring their employees, customers, and community are safe. In the US alone, background checks may include criminal background checks, education verification checks, employment history researches, professional license reviews and drug screening as well as any relevant social media activity monitoring, credit scores or references that might fit.
First step of most background checks involves verifying an applicant's identity with date-of-birth proof, address confirmation and This may be achieved through database searching or manually by reaching out to previous organizations such as schools or employers; after which further records and public databases will typically be reviewed for more comprehensive results.
Searches may extend nationwide or even internationally depending on where the person lived and worked as well as on various local, state and federal rules that pertain to them. Some states mandate seven years of criminal records searches while other have differing policies about which records to search or how long records must be kept for. HR professionals need to be familiar with local legislation as well as any state/federal rules which might impact them when conducting employee background checks for companies.
Criminal background checks can provide valuable insights, including any convictions for misdemeanors or felonies and whether the person has been listed on any sex offender registries or terrorist watchlists. They also reveal personal details like addresses and dates of employment; however, most states and some countries prohibit disclosing salaries; therefore these details usually don't appear on criminal background checks.
Educational background checks provide information about degrees and certifications claimed by candidates, such as high school diplomas, college or university degrees or any specialized skills training or credentials claimed to them by them. Sometimes this kind of verification can even help identify diploma mills.
Background checks conducted in the US may include medical records if necessary to complete their responsibilities and fulfill their responsibilities effectively. It's wise to avoid collecting such medical information unless making an offer of employment; otherwise it could constitute discrimination and violate Equal Employment Opportunity Commission guidelines.
Background checks are an integral component of hiring processes, but can often be time consuming and expensive. Most small businesses find partnering with an external provider is the better solution as they have access to resources and compliance framework to handle such complex searches while remaining compliant with local and federal regulations - freeing HR staff up for other tasks. A CareerBuilder survey revealed that one poor hire can cost companies over $50,000; thus providing peace of mind from negligence lawsuits while giving company leaders confidence in selecting candidates who fit best into their roles.
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