Hiring managers are diligent in filtering resumes, shifting through applications, and conducting interviews to find the best candidate to fill open positions. Yet, that is actually not enough to ensure the person hired is right for the job. Employment background screening and background criminal checks are just as important as a spotless resume. Human resources representatives in many different industries should be utilizing these tools.

Building A Better Picture With Employment Background Screening

In many service industries, a person's history beyond just their resume and application is important. These businesses want to hire people who will best serve the company's clientele, whether they are investors, eatery patrons, students, patients, or the elderly. Employment background screening is an essential supplement to the hiring and interview process to find the right candidate. In addition, sometimes it takes a third party evaluation of a person to really understand them; we are not always the best judge of our own characters so a self written resume or application is not always the best means to evaluate potential hires.

Overall, employment background screening presents a kind of footprint this person has made as a working individual. This tool can be even more effective than calling a person's references; these checks find facts about their subject rather than subjective remarks. It is the hiring managers job to find the perfect candidate by using all the tools available to them.

How Do Background Criminal Checks Factor Into The Hiring Process?

Here is a sobering set of statistics; the national average for past felony convictions is 4% of the population and 7% of our citizens have been convicted of misdemeanors. Therefore, one in every ten people who apply for a job has had a run in with the law. Now, a past criminal record does not automatically disqualify someone from employment, which is actually illegal itself. However, if a person has a record of felonies or misdemeanors that would affect their ability to perform their job duties, than a hiring manager is within their rights to take that into consideration.

Background criminal checks also factor into the employment process as a matter of trust. Candidates have to disclose any record that they have; failure to do so is a poor indication. However, be careful in that not all crimes have to be reported. Each state's employment and labor boards have different requirements on how far back a person has to self-report, which crimes are considered reportable, etc. Brush up on local and state regulations before jumping to any conclusions. A candidate who follows these laws indicates a level of initiative, trustworthiness, and they have moved on and are ready to work.

Employment Background Screening And Background Criminal Checks For Caregivers

Healthcare industries have been in the news recently due to employees who have been negligent or abusive to patients and have later been found to have prior criminal records. It is a sort of hot button issue and provides a good example of the importance of how due diligence ensures good hiring decisions and prevents any legal liability if an incident occurs.

Background criminal checks can help keep qualified people in caregiver positions while releasing companies from liability. Many states and counties have passed laws to ensure that checks and screenings are completed.

In the end, screening and pre-employment checks are vital tools for hiring personnel. These tools help human resource representatives find the best candidates for the job at hand.