Whether you are a business owner or planning to hire an employee, knowing how to choose the best background check companies is crucial. There are many options, so make sure you pick the best one.
Criminal background checks
With the aid of a background check company, most employers will perform background checks on applicants during the recruiting process. Typically, a background check will include screening federal, state, and sex offender registries. A background check will also cover active warrants, pending charges, and personal details.
A thorough criminal background check is crucial for employers to avoid adversely impacting their employees, customers, and workplace. These checks can also reduce the likelihood of violent incidents and workplace violence. Moreover, these checks can be used after an offer has been extended to reduce the possibility that a candidate’s past behavior will negatively impact their workplace.
The Fair Credit Reporting Act (FCRA) regulates private companies that provide background checks to employers. It also requires that employers use FCRA-compliant providers.
The National Consumer Law Center (NCLC) has published a report highlighting potential background check issues. Specifically, the report highlights potential inaccuracies in criminal background reports. It also focuses on mismatched pieces and false positives.
Credential verification
Whether hiring an employee or searching for a new candidate for a job, it’s essential to verify their background and credentials. This is particularly important for positions that require licensing or certifications. Please do this to avoid improper remuneration, unqualified applicants, or a lawsuit.
Background checks are essential because they provide information about an individual’s educational history and career skills. It’s also important to verify an applicant’s credit history. This can help reveal potential problems, such as criminal activity. A criminal record can be a red flag for employers.
A verifier contacts references and former employers to verify a person’s credentials. This can help employers decide whether the applicant is a good fit. It can also reveal if a person’s resume is inaccurate.
A verifier contacts educational institutions to verify an applicant’s qualifications. The verification report may include attendance, major, and graduation date. It may also reveal whether a degree is valid for the state where the candidate will work.
Reference checks
Getting a background check on a prospective employee is a wise move. It helps mitigate the risk of hiring someone dangerous or unqualified. It also helps save the company money and avoid unnecessary lawsuits.
There are many kinds of background checks. The most common are criminal records, educational verifications, and identity verifications. However, depending on your needs, you may choose to conduct a variety of checks.
If you are hiring for a security role, you may be required to perform a background check on the prospective employee. Likewise, if hiring a driver, you may also need to complete a background check on the potential employee.
One of the most popular pre-employment screenings is a credit background check. It will give you an in-depth look at the prospective employee’s credit history.
Another more specific screening is a sexual offender check. This will help you avoid hiring someone with a history of sexual offenses. You may also want to conduct a drug test on the prospective employee.
Social media checks
Using social media and background checks, companies can benefit your organization. The benefits of using them include:
- Identifying red flags in candidates.
- Identifying concerns with applicants.
- Providing a better understanding of individuals’ behavior.
However, these checks are only helpful when they are carried out correctly. Therefore, they must be part of a complete screening process and can be performed in various ways.
While social media and background check companies can be effective, they have several legal issues. Some states have passed laws prohibiting employers from conducting social media checks. Others have made it illegal to use these checks for discrimination purposes.
If you use a third-party social media check, ensure the company is reputable. The company should be licensed in your state and provide you with a comprehensive report. It should include the candidate’s background information, including social media activity, criminal records, employment verifications, and references.
