92% of employers conduct background checks, according to a survey conducted by SHRM. Some employers even prescreen their workers annually.
Background checks provide you with a better understanding of a candidate's work experience, education, and any potential red flags that may exist. In addition to ensuring the safety and security of your workforce, background checks also help you make informed hiring decisions.
The flip side of things: background checks lengthen the recruiting process. And you’re more likely to be ghosted by a candidate due to a slow recruiting process. This blog post outlines some guidelines and tips you can breeze through background checks swiftly and efficiently, so you don't lose great candidates.
There are several legal pitfalls to the background screening process. Here are some best practices to ensure a fair, rapid process and avoid legal complications.
While federal laws do not prohibit employers from conducting background checks, state laws can be restrictive. Some states have a “ban the box” policy that prohibits employers from asking about an applicant's criminal history until after a conditional job offer has been made. Some states also have laws that limit the type of information that can be considered during a background check.
Here’s a quick resource to understand background screening laws by state.
The Fair Credit Reporting Act (FCRA) sets the standards for employment background checks. The FCRA requires employers to:
Identify the necessary information to verify the candidate's fitness for the job. For example, if the job requires driving, the employer should check the candidate's driving record. Avoid collecting irrelevant information that is not relevant to the job, that may be considered or discriminatory.
Maintain the confidentiality of the information obtained during the background check process. Only share the information with individuals who have a legitimate need to know, such as the hiring manager. Be mindful of the privacy rights of candidates and ensure that the information is stored securely using password-protected files to prevent unauthorized access.
Background checks can add several days to your already extensive hiring process. Talent acquisition teams hardly have time to sift through multiple files and juggle several tools to complete the background check process.
Forward-thinking businesses are leveraging automation to easily finish the critical pre-employment background check step, and enjoy peace of mind that their pre-hire checklist is taken care of. When you vet potential partners, ensure that they work seamlessly with your existing hiring tech stack to simplify your end-to-end hiring process.
Sense’s talent engagement platform integrates with Checkr, a leading provider of pre-employment background checks. Our customers can automatically initiate Checkr background checks directly from the Sense platform.
Checkr offers the most comprehensive pre-employment screening capabilities, including criminal background checks, employment verification, education verification, driving record (MVR) checks, and more. Businesses across industries can use Checkr+Sense to ensure compliance for any role they’re hiring for.
With Sense + Checkr, the background check process can be 100% automated, resulting in faster hiring, improved candidate experience, and a seamless transition from offer to onboarding.
