If you’re considering hiring a new employee, you’ll want to know about their background and whether or not they are who they claim to be. You won’t have an issue most of the time, but what if someone isn’t quite who they seem? Even if you never find a less-than-perfect candidate, conducting a background check on a possible new hire is always a good idea. Here’s why even the most trustworthy candidates should be subjected to background checks.
You can rapidly learn about someone’s history by using services that check their background. One of the reasons why a corporation will do an extended background check on someone before hiring them is to indicate any previous criminal history. If you fail to do a CRB check, you may be held accountable for an occurrence as a result of your negligence.
Consider the case where you hire a driver without conducting a background check. If the motorist is involved in an accident while driving under the influence and it is discovered that they have three prior DUIs, you could be held accountable since you failed to conduct a background check.
You can examine other information from a person’s past.
There are some jobs where you’ll need to know about components of a candidate’s background that aren’t revealed by looking at their criminal record. For many people, knowing about someone’s credit history, for example, is essential information. AT Crim Check, we deliver high quality background checks for individuals.
You might also want to find out if they’re on any watch lists or offender databases. You might also find out whether they’ve been using multiple names or aliases, which could disguise information from criminal records that you’re not aware of. Checking to see if they are involved in any court cases may also be of interest to you.
You will have peace of mind.
Background checks can be a useful technique for ensuring that the right applicant is chosen every time. When followed consistently, this step can help a corporation avoid a slew of potential issues.
As an employer, background checks imply that your candidate has been reviewed, ensuring that their expertise and qualifications are appropriate for the job. You can also present this person to your HR manager with confidence.
However, your background check policy should be explicit and consistent. You don’t want to appear to be favoring one candidate over another or rejecting someone for a reason that isn’t backed up by the background check (other than insufficient suitability for the role).
If you discover something unfavorable during a background check, you may want to make it a policy to speak with the candidate about what you’ve discovered. It’s possible that there’s a legitimate explanation or that it’s the result of a clerical error.
