Today’s modern workplace is changing and the employment background checks being utilized now by human resource professionals and other hiring managers is evolving. In recent history there has been many new laws and guidance to adhere to in the employment screening process. The use of criminal background checks as part of the pre-employment hiring process has significantly changed especially as to when in the hiring process a criminal records check can be performed. Actions by the Equal Employment Opportunity Commission (EEOC) and the Department of Housing and Urban Development (HUD) has further highlighted the need for employers and landlords to use their guidance on the proper use of criminal background checks in the evaluation process of new applicants. However, as important as criminal history is to a company looking for the best job applicants there are other background reports as well that should be utilized in addition to a criminal records check.
Current day savvy HR professionals know that there are other background reports available out there to help them properly vet new employment candidates. These reports are in addition to criminal record reports and provide deeper information that an interview may not uncover. There are three background reports that employers in the USA are currently using or should be using. These include driving record checks, social security number validation with address history trace and professional verifications. Depending on the job the most important verifications are education verification, license/credentials verification and previous employment verification. HR staff and hiring managers should look beyond the criminal background check and take stock in the whole picture that can be revealed by utilizing additional background checks as listed above.
In light of the growing epidemic of job applicants lying on their resumes, the time is now to start performing education verifications and/or license or credentials checks. An education verification will confirm whether or not a job applicant graduated from the educational institution they put on their resume. It will also determine if in fact the applicant has the necessary credentials or license required for the job position. An education verification and employment verification (new college grads may not have this), will serve as a great starting point on evaluating the worthiness of a new job applicant. If the resume does not accurately reflect the information derived from professional verification checks then the applicant may not be the best candidate for the job and that means time to look at other applications.
Driving history checks are an important piece to the vetting process even if the job position does not require operating a motor vehicle. For risk mitigation purposes this is still a worthwhile background check as a negative driving history could be a red flag and could pose a liability concern. Any incident related to driving during work hours could prove costly to the company. Even if negative driving records are not found through a motor vehicle records check it also serves as a means to identify whether or not the job applicant has a valid driver’s license. A single incident involving a company employee utilizing a company vehicle could create a significant liability. It is always best to avoid the opportunity of exposure rather than invite risk.
To read more regarding additional critical reports for pre-employment background screening beyond criminal background checks and how the modern workplace’s background screening process and background reports utilized are changing read recent CriminalBackgroundRecords.com press release: http://www.criminalbackgroundrecords.com/news/2016-06-15-Critical-Reports-for-Pre-Employment-Background-Screening-Beyond-Criminal-History.html