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?
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Mar 16, 2017
Hi Lexi,
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.
Mar 14, 2017
Flat answer, YES! In my area (DOT) it is required to perform a background within 30 days of a hire. My company does this service. Price depends upon all what you require. For further information, please contact me.
Mar 9, 2017
Hi Lexi,
For your type of business all what you need is to test new applicants practically for their skills and don't waste your time looking into their background, this will make you go forward quicker to achieve more success rather than thinking of what is their background could be unless you want to marry somebody you should do that, although fitting CCTV in your business will make your employees very careful with time and work follow up,
Good Luck anyway,
Ebraheem Alrefai
www.theglobalinc.com
Mar 8, 2017
I think it is not required as we have to trust our employees,and many times or can say mostly we hire people with background check but they are not upto the mark when perform in your company. and some fresher or unchecked people perform well. it is not necessary that a person with good backtrack can perform well always..
Mar 7, 2017
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 jewellery 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 ie. construction vs. plumbing vs. electrical vs. accountant.
I think every employee deserves a fair ''trial run''.
Mar 7, 2017
Back ground checks are essential and important, however in terms of experience they tend to limit the fresh minds, however interviews have always worked as back tracks.
Mar 7, 2017
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 workers behavers and motives and different skill levels.
Within boundary's making them accountable and not setting them up for failure will eliminate unnecessary time, money in the process of 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 upper office such as accountant etc. Some time we learn to much and it will cloud our though process remember they are people just like us.
Mar 7, 2017
Dear Margaret,
Background checks are important but don't base you're selecting process only on them. If some one had a bad run at live, that doesn't mean that he is a bad employee. Just be sure to cover all 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.
Mar 7, 2017
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 can get the company in a lot of trouble.
Mar 7, 2017
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 pause 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!