By Katie Kulp

Posted

Background screening is a powerful tool in the search for new employees, but you have to know how to use it. Though you can never go wrong by looking into a candidate’s history, there are some pitfalls that could lead to rejecting some great candidates. Before you make any important decisions, here are a few pointers that can help you make the most of your screening process.

Scared of losing a candidate? Keep the background screening process simple

A streamlined process doesn’t just save you time and resources. Keeping your screening process simple and straightforward keeps candidates from losing interest. Though serious applicants won’t be scared away by a background check, they might become disheartened and frustrated if a disorganized process repeatedly requires them to provide more personal information.

Learn how to interpret a background check

Though background screening can provide important insight into a candidate’s history (or even their character), it’s vital to remember there is often more to a story than what is on paper. For example, a charge or accusation of criminal activity is not the same as a conviction. If, however, you rely on an automated process that blacklists candidates without deeper consideration, you might pass over some great talent. This is one reason why working with a reputable screening company is so valuable – the pros can help you interpret your results.

Decide what your priorities are

Not all red flags on a credit check or background screening should be deal breakers. You should still evaluate each candidate based on the requirements of the position at your company. A poor driving record, for example, might be meaningless for an accountant but crucial for a delivery driver. It’s best to view background screening results as just one piece of the puzzle – vital, but just a small part of the big picture.

Beware of committing a civil rights violation

Even rejecting a candidate with a criminal conviction (if they are otherwise well-qualified) can potentially land businesses in trouble. Statistically, minorities are far more likely to be arrested and convicted than are Caucasians charged with the same crime. The numbers are significant enough that civil cases have successfully challenged companies whose policies forbid hiring any employee with a criminal record. Such policies are seen as unnecessary and unlawful discrimination. Since even an accusation of discrimination can be damaging to your company, it’s worth looking deeper into any promising applicant even if there might be a red flag on their background screening.

Ask for guidance

With over a decade helping businesses make smarter, safer staffing decisions, we can give you the help you need to navigate the background screening process. At Chane Solutions, we provide all our clients with the guidance and follow-up needed to make a great hire on the first try. Contact us today to learn more about our services.

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