You found the best applicants. What’s next?
Growing businesses often reach a point where their workload exceeds the time of their staff. When that point approaches, managers must consider recruiting and hiring new team members to meet the rising demand.
Growth opportunities are an exciting sign of progress, but expansion comes with responsibilities and potential liabilities. Minimize risk and hire with confidence by running background checks on your job applicants as part of your hiring process.
If you are new to background check procedures, follow this beginner’s guide to completing background checks. Then, we will help you establish an efficient, transparent process for screening your new employees.
Choose a background check agency
No matter the needs of your company, your hiring team can benefit from a partnership with a background check agency. Companies that specialize in background checks offer unique resources and insights to guide you through the entire screening process. Build a relationship with an agency early in your company’s life to set a solid foundation for future hiring.
Your screening agency should be compliant with the Fair Credit Reporting Act (FCRA), offer accessible and responsive customer support, customize its services to your needs and provide cost-effective and timely reports.
Explain your screening process to candidates
The FCRA and screening best practices oblige you to maintain transparency with applicants. Before you begin screenings, clarify to candidates why a background check is necessary and how the report can affect their employment.
You and your background check agency will set packages and searches based on your needs and industry. You will then establish an employment policy and guidelines for your screening process. Make these guidelines available to potential applicants so they can decide whether or not to pursue a position. When applicants are aware of the potential consequences of their reports, give them an FCRA-required consent form that they must sign for you to proceed with screenings.
Gather information from applicants
Once candidates know how you will use their report and submit their signed consent form, your background check agency may begin searching their records. Most agencies will check local, state and national criminal records, sex-offender registries, watchlists and identity verification records. The more information about your applicants you can provide to your agency, the more comprehensive and accurate the reports will be.
A full name, a Social Security number and a birthdate can be enough information for a basic background check. However, to get more specific results and maximize accuracy, it can be helpful to provide a current address. Driver’s license numbers or passport numbers may be also required for driving record checks or international watchlist checks.
Review and interpret the report
Your background check agency will present you with their findings and should be available to answer any of your questions about the contents of the reports. As you review their results, refer to the guidelines and employment policy. Your company established for acceptable background reports to stay aligned with your requirements.
If the results of an applicant’s report are the reason you choose not to hire them, you must notify them and explain how the report influenced your decision. At that point, they will have an opportunity to dispute the report before you move forward with your remaining applicants.
With that, you now have your beginner’s guide to completing background checks. Now what?
To kick off your background check process, contact One Source Client Relations and start hiring with confidence.