As your business grows, your team must expand to support new demands. Hiring can be an exciting process that adds bright new perspectives to your processes and bolsters your company’s integrity. However, uninformed hiring choices can have a negative impact on your team. So, deciding who to trust with the growth of your organization is crucial.
Pre-employment background checks offer valuable information that allows you to make more knowledgeable choices about your future employees. If your business has a minimal background screening process or no screening process at all, you should consider formalizing your background check policies before you make your next hiring decision. An official background check process makes hiring more streamlined and offers transparency and honesty to applicants.
Follow this step-by-step guide to create a reliable background check process for your company.
Step 1: Take inventory of your needs
Before you can choose a background check company or move forward with specific screening policies, you must decide what you want to get out of a background check process. First, identify reasons why you should screen applicants for various positions. Different jobs may require different levels of restriction and security. You can then tailor your background check policies to your company’s different job descriptions.
Also, you should decide early on how much you are able to budget for background checks. It’s less costly to pay for diligent background checks than to deal with potential increased liability of not screening.
Step 2: Understand and comply with background check laws
Job applicants have distinct rights during the background process. While a background check company will help you comply with laws, it is important for you to understand the rights and privacy privileges of your applicants.
The Fair Credit Reporting Act (FCRA) is the primary regulator of how reports are used by employers. The FCRA ensures that applicants are aware you are screening them and places responsibilities on the employer to protect the privacy of applicants.
Step 3: Clarify your policies
Once you recognize your company’s background check needs, team up with your legal counsel to mockup an applicant screening policy. That policy should inform applicants about which background check company is running the checks, what types of screenings will be run, how the information in their report will affect decisions and how disputes will be handled. It is also a good practice to offer applicants with an explanation of which offenses will bar them from certain positions.
Step 4: Find a company that fits your needs
When choosing a company to run background checks for you, consider the role you want the company to play in your hiring process. Full-service background check companies can be reliable partners throughout hiring that will help you interpret results and ensure you make informed decisions. Online background check services offer quick results but are less hands-on and may not be FCRA compliant.
No matter what you choose, verify the service you enlist is compliant with FCRA and accredited by the Professional Background Screening Association (PBSA).
Step 5: Know what to do with information from a report
Based on the background check policy your company created, you will have guidelines on how to respond to certain charges on an applicant’s report. If you decide to remove an applicant from consideration due to information on their report, you are taking adverse action. When taking adverse action, you must notify the applicant of your decision and provide reasoning for it.
If you have any further questions about how to proceed, contact your background check company. Also, you can get in touch with One Source’s Client Relations Ream today.