THE DO'S & DON'TS OF BACKGROUND SCREENING

Starting an employee background screening program during an employers on boarding process can be a daunting and timely process. It is our opinion at Intelligents Employee & Tenant Verification that Background Checks are similar to other professions in that it is a specialty. For example, a small business may need accounting services and the owner probably could get through for awhile performing those task by him/her self. However, to grow the business, the business owner may decide that his/her time may be more valuable undertaking tasks that directly grows the business. If your business is currently performing background checks or considering it for the future, here are a few do’s and don’ts to consider.

Here is a DON'TS Checklist you may find helpful:

• Never perform an employee background check without getting the applicant’s permission. Applicants must sign a disclosure and consent form prior to any background check. Make sure you are following your states rules as some states differ on how this should be done.
• Do not exclude contractors, vendors, gig workers or seasonal workers from your employment screening process. In this new age of the gig economy, it is necessary for your employee screening process to be just as comprehensive for them as it is for your employees.
• Please do not allow Facebook and Google to be your only source of information. As such, depending on these as your primary source can cause you legal problems in the future.
• Do not disqualify an applicant due to criminal history. To remain in compliance with the EEOC recommendations, employers should conduct an individual assessment before rejecting the candidate.

Here is a DO'S Checklist you may find helpful:

• Make sure that you have a background check policy in place. Inconsistent on boarding procedures can open any business up to potential discriminatory accusations.
• Knowing the laws in your state is very important when conducting background checks. Make sure that your background screening partner understands the laws that applies to background screening companies.
• Make sure to get the candidate’s permission before performing any background check (THIS IS A MUST).
• Make sure to not only check criminal history, it is equally important to verify employment & education as well.