Employee background checks are generally conducted to verify an applicant’s employment history, education, and social media activities. Some background checks also include credit checks and social media activity. Regardless of the type of background check, it can help determine whether an applicant is truly who they claim to be. Listed below are some of the ways to perform these checks. These procedures comply with the Fair Credit Reporting Act (FCRA).
Background checks are used to verify a candidate’s work history, experience, and education.
Employers use background checks to ensure candidates’ work history, education, and qualifications. Such checks can help prevent hiring a criminal who may pose a security risk for your business. Employers should always follow the law and ensure a transparent process. However, some industries may not require background checks. Checkr is a good option for enterprises with specific pre-employment screening requirements.
Education background checks help employers verify the candidate’s credentials, which are necessary for specialized jobs. They can determine whether a candidate holds a high school diploma or a graduate degree. Sometimes, candidates overstate their educational background to impress employers. For example, they might claim to have a Ph.D., while in reality, they just earned an A-. Employers who want to hire someone with a Master’s degree in a particular field should check for this.
Background checks can also include a credit check.
In a recent CareerBuilder survey, 72 percent of employers conducted a background check on prospective employees. They could also include a credit check, as the past can come back to haunt a prospective employee through different background check services for employers. The credit report is a chronicle of the person’s financial history. Many financial institutions use this information to assess a person’s creditworthiness, so it is crucial to conduct a credit check on prospective employees.
Employers sometimes use credit checks as part of their background checks, which may be appropriate in some roles, depending on the position and location. Credit checks are different from credit scores, three-digit measurements of an individual’s financial health. A credit report gives employers details on a person’s credit history, including past payments and available credit. Although the credit score is not available to employers, it might be a good idea to include a credit check as part of a thorough employee background check.
Fair Credit Reporting Act regulates background checks.
The Fair Credit Reporting Act (FCRA) governs how employers perform background checks on employees. The Act covers consumer reports, including credit standing, general reputation, personal characteristics, driving record, and more. FCRA background reports may be used for various purposes, including determining a person’s eligibility for insurance and credit. Employee background checks fall under this same general category.
Employers must disclose all background check results to applicants and employees following FCRA regulations. Under the Act, employers must provide a pre-adverse action notice, a report copy, and a separate disclosure form. The company must disclose the information about adverse actions against the applicant verbally, electronically, or in writing. The employer may also use a consumer report to verify an applicant’s identity but must provide written permission to do so.
Background checks can include social media activity.
Employers can check the social media profiles of prospective employees. A simple photograph can reveal a lot, including an applicant’s gender, race, age, and whether they’re pregnant or disabled. It is impossible to avoid social media profiles these days, and they can impact a hiring decision. Social media background checks are a great way to avoid this pitfall and make the right hiring decision. To use a social media background check properly, follow these guidelines.
Employers can use social media to determine if an applicant’s online behavior is consistent with their work. Social media profiles can reveal a person’s political views, intolerance of certain groups, and other toxic behaviors. Using social media as part of an employee background check can protect the organization from unnecessary risk and ensure the best fit for the job. But it is not an easy task.