Should background checks be required for potential hires?
We want to hire trustworthy employees. Is it right to ask potential hires to undergo a background check? I am a little hesitant that this could push candidates away. If my company did want to push forward on background checks, has anyone used a third-party service they would recommend?
Many businesses forgo background checks for entry-level hires with limited responsibilities. When those employees are in line for promotions, they're then subject to checks. As long as this sequence is common knowledge (e.g. it's in the employee handbook) and new hires, therefore, expect it if they choose to make careers with the company, it's a cost-effective risk management strategy. The calculus may change for companies that handle lots of sensitive information or valuable inventory, or for remote work environments where employees have limited opportunity for disruption.
The flat answer is YES! In my area (DOT), it is required to perform a background within 30 days of hire. My company does this service. The price depends upon all that you require. For further information, please contact me.
For your type of business, all that you need is to test new applicants practically for their skills and don't waste your time looking into their background as this will make you move forward quickly in the hiring process to achieve more success rather than thinking of what is their background is.
I think it is not required, as we have to trust our employees. Many times we have hired people who checked out on the background check but are not up to mark when it comes to performance within the company. While unchecked people, perform well. My point is, that just because a person as a good track record, doesn't mean they will perform well.
In business you take risks, and hiring is one of those risks you take. Background checks still don't quite minimize those risks. If you don't have an employee that is handling money, or working with any financial statements - and there's no risk of theft (ie. for a jewelry store I would be weary, or larger retail chains) - then I'd say hire them based on what you see in the foreground.
I agree with Casey, as well, on the requirements of expertise for the position, i.e. construction vs. plumbing vs. electrical vs. accountant.
I think every employee deserves a fair ''trial run''.
Background checks are essential and important. However, in terms of experience, they tend to limit fresh minds. Thorough interviews and following up with references have always worked as backtracks.
We use a 1/3 rule based on general labor, office, upper office in that order. The more involved, the more expansive the background check but it is only with the responsibility of their position. Being in business you should have the skill to understand worker's behavers and motives and different skill levels.
Within boundary's making them accountable and not setting them up for failure will eliminate unnecessary time and money in the process of the HR department and build a good employee. If you research the web, some third party's will give you free searches and only charge you for what you need. We have only done this for the upper office, such as an accountant. Sometimes we learn too much and it clouds our thought process, remember they are people, just like us.
Hi Lexi Margaret,
Background checks are important but don't base you're selecting process only on them. If someone had a bad run at life, that doesn't mean that he is a bad employee. Just be sure to cover all the angles of the person. So, yes background checks are an important consideration and if you're a fair person, your staff will respect your hiring decisions.
It depends on the background check. There are some instances where a background check would be illegal to be performed; especially in regards to criminal or credit matters where the specific job in question has nothing to do with either. An example would be hiring a stocker for Wal-mart. Performing a credit/criminal background check, if allowed in a specific jurisdiction, would not be sufficient bona fide need for it to be done and could get the company in a lot of trouble.
I think it depends on the work, Lexi. We don't do background checks on our contractors, but that's because we hire them for their expertise and results. Each hire goes through a testing period, where we try to "break them" by giving them a ton of work. That is our best way to see how they work under pressure and if they're a good culture fit.
If someone has a felony for marijuana or some other non-violent crime, I really don't care. We all make mistakes. If they had a violent crime in their past, that may be cause for concern, but we're a remote company. In the age of working online, I think hiring based on skills and output is a good angle to challenge the need for background checks.
If I hired someone in-office, I may want a background check. Good luck!
Absolutely! Even a check with resume references is a form of a background check. However, if the position has access to sensitive information, then a more thorough review should be conducted. Criminal record checks may be conducted through law enforcement agencies. Private investigators can conduct information searches and there are many third-party firms that can provide expertise.
Due diligence about the character of a potential employee should never be ignored or underestimated.
We have been doing background checks on our employees and independent contractors for almost a decade. If a potential candidate has nothing to hide, they will apply for the job.
We use www.backgroundsonline.com which is a 3rd party background check company. Depending on how extensive you want your check to be, pricing will vary based upon the extensiveness of the background check.
I hope this helps, please let me know if you have any questions.
Of course. Just conform to the legal requirements related to your job opening regarding background checks. You should start with a detailed job description, then find a qualified individual, then perform the background checks, including their references.