Performing a background check is like any other form of communication: it’s a two-way street. When job applicants know how to participate in background screening, the whole process becomes much more efficient and effective. If you’re interested in improving your onboarding process while keeping your candidates happy and comfortable, here’s how you can help them prepare for their background screening.
Educate your candidates about background screening
Though it’s generally safe to assume that any job posting will require a background check at some point, employers are still required to ask for permission before proceeding. The Fair Credit Reporting Act prohibits employers from collecting private information about their employees without written permission. In fact, not only must permission be obtained, but you must allow the candidate to know exactly what information will be collected. Therefore, your first step when preparing candidates for their background check is having an open conversation about your expectations. If you’re not open and honest, you could find yourself in legal trouble.
Steps candidates should take to simplify their background check
Since the results of a background check often carry much weight, you should encourage candidates to prepare themselves accordingly. Here are a few ways the applicant can help:
1. Respond to inquiries about their history
Since applicants are required to know that their prospective employer will be completing a background check when it is done by a third party, applicants should make themselves available via phone and email to answer any questions during the process. Consumer reporting agencies will often reach out to applicants if application information is not clear or if there are discrepancies in what was originally provided versus what was verified by another source. Being open to discussing these mismatches will ultimately allow for their employer to receive the most accurate report possible.
2. Provide accurate employment history data
Providing an accurate work history is an area in which candidates should not always depend on their memory. Since employers rely on a candidate’s references to verify their qualifications, any inconsistencies may seem suspicious. To avoid confusion, encourage applicants to review their work history carefully before entering it on their employment application
3. Ensure Educational history and credentials are readily available
Incomplete verifications pertaining to school attendance or graduation can also delay the screening process, potentially forcing managers to give the job to someone else. Rather than waiting until the last minute, applicants should communicate with their college or other educational institution to confirm that their records are available and accurate. In addition, since many credentials expire with time, candidates should not assume that their credentials are up to date without personally verifying their validity.
As a reminder, employers communicating with their applicants plays an equally important role in the efficiency and accuracy of background screening results. Talking with candidates and stressing the importance of the accuracy and completeness of the data they provide is of utmost importance.
A simple, streamlined screening process is better for both businesses and candidates. At Chane Solutions, we pride ourselves in providing comprehensive, tailor-made background screening services that are certain to meet your company’s needs. For more information, contact one of our experts today.