|Created by Kimberly Kline|
Hiring is a stressful proposition ~
both for the employer and the applicant. Employers are concerned about finding the right person for the job and having the right candidates apply.
Job seekers are worried about finding the job they really need. They question whether anyone will even call them in for an interview, let alone offer them the job.
In many instances, both parties are fearful about the entire hiring process. And this is especially true about the background check!
When it comes to background checks, I believe that knowledge and open communication are the answer to quashing those fears.
Open Background Check Communication Starts with You, the Employer! "Tweet This"
The best place for this open communication to start is with You, the employer!
You need to be completely up front about What You will Check, What You are looking for in the background check, What Factors can Cause Delays in the Background Check, What Errors can be encountered during the entire process, and What are Your Applicant’s Rights.
What You will Check
The best place to start your explanation of the background check process is to discuss what you will be checking.
The scope of the screening should be something that you decide long before even advertising your open position. That scope is best when it starts with a well thought out job description.
A good job description will help you determine exactly what skills and experience you need to fill your position. It will also help job seekers know whether they will be a good fit with your company.
Find out more in “Job Descriptions ~ How to Write One and Why it is Important to Do it Right!”.
Beyond that, your job description will also be invaluable in deciding on what you need to include in the background check. The job’s duties will be your guide.
You will need to consider the level of your position (hourly, salary, management), whether they will have access to company assets or sensitive data, and if they will they have direct contact with clients, customers, and other employees.
Answering these questions will help you decide on the scope your background check needs!
Find out more in “One Size Does Not Fit All ~ Why You Need to Fit the Background Check to the Job”.
What You are Looking For
As an employer, it is wise to share exactly what you are looking for when it comes to the background check. Knowing this in advance can go a long way towards alleviating your applicant’s fears.
“This fear often arises out of a lack of understanding about what a background check really entails. Applicants are confused about what will be checked, worried about their privacy being compromised, and don’t know what an employer is really looking for!”; excerpt from “Are You Afraid of Background Checks? They are Not as Scary as You Think!”.
|Created by Kimberly Kline|
While usually the screening process runs smoothly, there are things that can cause delays.
These delays most commonly occur when trying to verify education and employments. Often times the source is either unavailable or not responding in a timely manner.
However, delays can also happen when it comes time to contact courts for criminal or civil records. Accuracy here is key, and it may be necessary to pull physical records to make sure they truly belong to your applicant.
No matter what the potential cause for delays may be, being proactive and sharing this information with your applicant makes sense.
Learn more in “The Life of a Background Check, Start to Finish” and “The Truth Behind Hiring ~ What Really Goes on When You Apply for a Job”.
It is also important to explain that errors are possible during the screening process.
Common names, court records missing critical identifying information (date of birth, social security number, etc.), identity theft, and records that have not been updated to include the disposition or an expungement are all cause for background check errors.
Mistakes can also occur due to human error. Court record information can be entered incorrectly. Names, addresses, and other identifying information may be mistyped.
No matter what the cause, the most important thing is for you to explain this possibility to your applicant upfront. You should then assure them that all care will be taken to be as accurate as possible.
Find out more about potential causes for screening errors in “The Truth Behind Background Checks” and “Background Checks and Online Databases ~ What You Need to Know”
Finally, before you even begin the background check process, it is essential that you explain your applicant’s rights.
You should first be completely forthcoming that a background check will be done. You must then obtain a signed release from your applicant and inform them, in writing, of their rights if negative information is found during the process.
Those rights include providing your applicant a copy of their background check report, along with contact information for the company that provided the report. Your applicant must be given these rights in writing.
In addition, your applicant has the chance to mitigate or deny the negative findings.
It is then required that you assess this additional information before making your final hiring decision.
The best way to accomplish this is through Individualized Assessments.
“Individualized Assessments are used when the background check on your applicant uncovers a criminal past that may keep you from hiring them. And when this happens, there are specific steps you must follow to be compliant with EEOC guidelines.”
Find out more in “Individualized Assessments ~ What They are and Why You Need to Use Them in Your Small Business”!
Preparing your applicants for the Hiring and Background Check process will go a long way towards creating a positive first impression about You and Your Company.
It will also make hiring the best candidate much smoother…and isn’t that your ultimate goal?
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