subject: Why Your Profits Could Depend On A Pre Employment Background Check [print this page] When hiring more employees you've got to be confident that the men or women you consider ideal for the task really are who they claim they are. With ever increasing competition on the employment market, exaggeration and outright lying in job applications is rising. All of this deception can be calculated to cost firms more than one billion dollars every year. These are generally aggregate costs and can result from high turnover rates producing rising employee training costs, civil litigations, and damages to company assets.
The misrepresentations range from small fibs about previous job responsibilities to failing to mention police records. In 2011, nonexistent or poor background record checks for recruitment purposes contributed to hiring less qualified employers, creating unsafe work environments. Corporations were left liable to suits for careless hiring practices.
This is a time when style is usually valued over substance and no one hesitates to file suit. It is all the more imperative that you fully understand just who you're hiring. A common pre employment background check can verify who the person you're considering hiring really is and if their experience matches up with the application and resume.
Most jobs need a check of criminal history, driving records, and all of the particulars on the candidate's resume, for example education and references. At the very least, businesses should verify that they really were hired at the companies they listed in their work history. Non-citizen applicants must have an H1-B visa. However, if you need to verify any other facts, it may be difficult to cooperate with organizations outside the United States.
The ease of obtaining false documents - on the internet or on the street - and the increasing danger of identity theft can also complicate checking on a candidate's background. However, according to the recruiting solutions practice leader at Watson Wyatt Worldwide, "An employment offer should be conditional on passing a background check. These days, the stakes are too great to ignore."
Background checks ought to be a normalized part of a business's recruitment procedures. They have proved to be more effective than personal interviews and information given in resumes or letters of reference. Pre employment background checking procedures must be carried out in compliance with guidelines and requirements of the Fair Credit Reporting Act (FCRA), limiting how far back the checking can go and requiring the candidate's consent.
