Most people imagine a simple criminal record screening when they think of a background check, but it is so much more. Background checks look at criminal history, but also civil records, employment history, education history, and references. They are done to help a business stay safe through a criminal record search. CheckPeople is an example of a screening service provider. They check whether candidates can actually do what they say by conducting education and employment verification.
Now, we proceed to describe the different types of background checks.
Criminal history is the most important aspect of background checks for many employers. They face negligent hiring liability if it is determined that they should have known a staff member who committed a crime affecting the workplace had a criminal record. Background checks protect companies by revealing criminal records. They provide information about criminal offenses committed on a federal, state, or county level. Misdemeanor convictions, acquitted charges, dismissed charges, felony convictions, and current pending charges are all among the violations that can be reported.
Of course, a criminal history search is only one piece of the puzzle. Most companies take time to conduct a thorough pre-employment check in order to verify the information on someone’s job application and resume. Criminal background checks don’t give any information about a person’s past education or employment. These details are subject to verification. Most background check service providers offer several different types of verifications, including reference checks and professional licensing or certifications.
These checks are mostly intended to determine whether the work history details an applicant listed on their resume are accurate. In an attempt to impress the employer, job candidates tend to embellish their work history. That might include changing an end or start date, tweaking a job description, or listing tasks and responsibilities that were not within the position’s scope. When doing this type of background check, a company will contact previous employers to verify data. Usually, they will get in touch with the HR department of the previous company.
What is a previous employer allowed and not allowed to say about you? There is no law imposing limitations on what one can or can’t say. This means the employer is practically allowed to disclose anything they choose. Whether everything can be considered by the potential employer in the process of making a hiring decision is a whole other matter altogether. This is important to take into account because many companies wonder what they can or can’t ask a previous employer.
For example, if you were fired from your previous job, your former employer can tell your potential one that and provide details, including why they decided to fire you. This information might emerge, so it pays off to be prepared with an explanation on your end.
Out of concern regarding defamation of character claims, most companies will tread carefully. Typically, employers don’t like discussing the work ethic or personality of previous employees, especially if there are few positive things to say. They don’t want to be sued for defamation or slander. This is why the vast majority of employment verification screenings focus on job titles and responsibilities, salary information, employment dates, and other objective and easily verifiable details.
Most companies require specific qualifications from the people applying for a vacant position with them. Education history checks are essential as a way to make sure one has not exaggerated their abilities and skills. To make the right hiring decision, an employer needs to check any certificates, diplomas, degrees, and qualifications for accuracy and validity.
You are required to provide a list of references when you apply for a job. The employer will call some or all of the people on this list. This is why you should warn them to expect a call in advance. They don’t want to be at a loss for words because someone called them out of the blue.
Companies expect references to give a subjective assessment of a job candidate when they follow up on them. Recruiters can ask about personality, qualifications, skills, and work ethic, assuming that the references are willing to speak on the applicant’s behalf. All of these factors will impact how well someone fits in at their new workplace.