It is well documented that a significant percentage of people applying for a job have false information on their curriculum vitae (CVs) or embellished details to secure the desired job position.
By recruiting a candidate who has deceived you, either fake or naively, companies who want to hire candidates must accept that they may not be able to deliver the responsibilities and perform the job companies assign them to do. If you hire a candidate who pretends to have a technical degree or qualification, which in fact they do not possess to have then you may find that company’s commercial activities become non-compliant in terms of industry norms and standards.
In addition to this, there are numerous different issues relating to contracting a candidate who has lied to you, including the expense of re-hiring, also matters relating to organizational hierarchical notoriety and at times presenting yourself to exercises, and in some cases exposing oneself to activities such as misrepresentation.
what is a pre-employment background screening?
Pre-employment background screening is a process used by employers to verify the information provided by job applicants and to check their criminal, employment, educational, and financial history. This process involves conducting a thorough check of a candidate’s background to ensure that they have the qualifications and character traits necessary for the job.
This screening may include a review of the candidate’s criminal record, education history, employment history, credit history, driving record, and professional licenses or certifications. Pre-employment background screening helps employers make informed hiring decisions, reduce the risk of hiring individuals who may pose a threat to the workplace or clients, and ensure compliance with industry regulations and legal requirements.
List of pre-employment background screening services
- Social Security Number Verification
- Identity Search
- Criminal background check
- Drug testing
- Motor Vehicle Records or Driving Record Checks
- Reference Check in Employment
- International educational & employment
- Social media screening
- Credit Check
- Criminal Background Check
- Sex Offender Background Check
- Electronic I-9 and E-Verify
- Resume Validation
1. Social Security Number Verification (SSN number trace and validation)
Social Security Number (SSN) Verification for employment is a process where an employer verifies the authenticity of a candidate’s SSN by cross-checking it with the Social Security Administration’s database. This process ensures that the candidate has provided a valid SSN and helps employers to verify their identity, track their employment history, and report their earnings accurately to the government.
SSN Verification is important because it helps prevent identity fraud, which can have severe financial and legal consequences for employers. By verifying an employee’s SSN, employers can ensure that they are hiring a legitimate candidate who is authorized to work in the United States. Additionally, accurate record-keeping of an employee’s earnings and employment history is required for tax and Social Security purposes, making SSN Verification a critical step in the pre-employment screening process. You can also read Is background checks without a social security number possible? to know more about it.
2. Identity Search
Identity Search verification is a process used in pre-employment background screening to verify the identity of a job candidate by cross-checking their personal information, such as name, date of birth, and address, against multiple databases. This process helps employers to ensure that the candidate’s identity is legitimate and free from fraud.
Identity Search verification is important because it can help reduce the risk of hiring individuals who may pose a threat to the workplace or clients due to false identity or criminal history. It can also help employers to comply with industry regulations and legal requirements. By conducting Identity Search verification, employers can gain peace of mind knowing that they have taken steps to protect their organization and their employees.
3. Criminal background check
A criminal background check for employment is a process employers use to verify a job candidate’s criminal history, including any prior convictions or pending criminal charges. This process involves searching local, state, and federal criminal databases and checking sex offender registries and terrorist watch lists.
Criminal background checks for employment are important because they help employers make informed hiring decisions, reduce the risk of workplace violence, and protect their businesses, clients, and employees. By conducting a criminal background check, employers can identify any criminal activity that may disqualify a candidate from the job or pose a risk to the workplace. It also helps to ensure that employers comply with legal and regulatory requirements. Overall, criminal background checks are an important part of the pre-employment screening process that can help employers make safe and informed hiring decisions.
4. Drug testing
Drug testing in employment is a process where job candidates or employees are tested for drugs or alcohol in their system as drug screening rates are increased. This process is typically conducted through a urine, hair, or blood test and is designed to detect the use of illegal drugs or excessive alcohol consumption.
Drug testing in employment is important for several reasons. Firstly, it helps create a safer and more productive work environment by reducing the risk of workplace accidents, injuries, and errors resulting from impaired judgment or reaction times. Secondly, it helps promote a drug-free workplace and deter employee drug use. Additionally, it can be a legal requirement for certain industries and job roles, such as transportation and healthcare.
Overall, drug testing in employment is an important part of the pre-employment screening process that helps employers to identify candidates who may pose a risk to workplace safety, ensure compliance with legal and regulatory requirements, and promote a healthy and productive work environment.
5. Motor Vehicle Records or Driving Record Checks
Motor Vehicle Records (MVR) check is a pre-employment screening that involves obtaining an individual’s driving history and records from the state Department of Motor Vehicles (DMV). The purpose of this check is to assess a candidate’s driving skills, safety record, and eligibility for positions that require driving.
MVR checks are important because they help employers identify candidates who may be at higher risk of accidents or violations while driving company vehicles or performing job-related duties that require driving. This check is particularly important for employers in industries such as transportation, delivery, and logistics, where driving is an essential part of the job.
MVR checks typically include a review of the candidate’s driving record for the past three to five years, depending on state laws. The report may include information such as accidents, traffic violations, license suspensions, and other driving-related offenses.
Employers may also use MVR checks to verify that a candidate has a valid driver’s license and meets the requirements for insurance coverage. This can help protect the employer from liability in the event of an accident or other incident involving the candidate.
6. Reference Check in Employment
An employment screening reference check is when employers contact a job candidate’s references to gather information about their work history, skills, character, and performance. This process typically involves contacting previous employers, colleagues, or academic institutions to verify the candidate’s employment history, educational background, and personal or professional references.
Employment screening reference checks are important because they help employers verify the accuracy of the candidate’s resume, assess their suitability for the job, and gain insights into their work ethic and interpersonal skills. By contacting the candidate’s references, employers can confirm that the candidate has the experience, qualifications, and professional conduct necessary to perform the job effectively.
Additionally, reference checks can help identify any potential red flags, such as negative feedback or concerns from previous employers. Overall, employment screening reference checks are an important part of the pre-employment screening process that helps employers make informed hiring decisions, reduce the risk of hiring the wrong candidate, and ensure the best possible fit for the job and the organization.
7. International educational & employment check
An international educational and employment check is a process where employers verify a job candidate’s educational and employment history outside of their home country. This process typically involves contacting the candidate’s educational institutions and previous employers in other countries to verify their credentials, experience, and references.
International educational and employment checks are important because they help employers verify the accuracy of a candidate’s international credentials, assess their experience and qualifications, and ensure that they meet the job requirements. By verifying a candidate’s international education and employment history, employers can ensure that the candidate has the skills and experience necessary to perform the job effectively.
Additionally, international checks can help employers identify any discrepancies or red flags in the candidate’s background that may impact their ability to perform the job or represent a risk to the organization. This can include fake degrees, misrepresentations of job titles or responsibilities, or concerns from previous employers.
8. Social media screening
Social media screening in employment refers to the process of reviewing a candidate’s social media profiles and activities as part of the background check. This can include checking public posts, photos, comments, and other content on various social media platforms such as Facebook, Twitter, LinkedIn, and Instagram.
The importance of social media screening in employment lies in its ability to provide employers with additional information about a candidate that may not be apparent from their resume or interview. Social media screening can reveal a candidate’s communication skills, personality, work ethics, interests, and potential red flags that may impact their suitability for the job or the company culture.
However, social media screening should be conducted with caution to avoid any discrimination, bias, or invasion of privacy. Employers should have a clear policy on social media screening and ensure that only job-relevant information is considered. Additionally, social media screening should comply with all applicable laws and regulations, including anti-discrimination and data privacy laws.
You can also read the benefits of social media background checks to know more about it.
9. Credit Check Service
Credit check service for employment is a process where employers request a credit report on a job candidate as part of the pre-employment screening process. This report provides information about the candidate’s credit history, such as payment history, outstanding debts, and bankruptcies.
Credit checks in employment are important because they can help employers assess a candidate’s financial responsibility and trustworthiness, especially for roles that involve handling money or financial information. By reviewing a candidate’s credit report, employers can identify any financial issues affecting their ability to perform the job effectively, such as excessive debt or past bankruptcies.
Credit checks can also help employers identify any potential red flags, such as patterns of irresponsible financial behaviour or indications of fraud. However, it’s important to note that in some states or countries, there are restrictions on when and how credit checks can be used for employment purposes, and employers must comply with applicable laws and regulations.
Companies can identify the type of background check they should be running on candidates while trying to stay within budget constraints and being under pressure to hire faster.
10. Criminal Background Check
National Criminal Database Checks, County Criminal Checks, Statewide Criminal Checks, and Federal Criminal Checks are all types of criminal background checks that employers can use as part of their pre-employment screening process.
A National Criminal Database Check searches a database that collects criminal records from various sources such as county courthouses, state repositories, and correctional facilities. This type of check can provide a broader scope of criminal history information, but it may not be as accurate or up-to-date as a county-level check.
A County Criminal Check searches criminal records at the county level where the candidate has lived, worked, or attended school. This check provides the most accurate and up-to-date information on a candidate’s criminal history within a specific county.
A Statewide Criminal Check searches criminal records at the state level where the candidate has lived, worked, or attended school. This type of check can provide a broader scope of criminal history information compared to a county-level check, but it may not be as accurate or up-to-date.
A Federal Criminal Check searches criminal records at the federal level and can include crimes such as tax evasion, embezzlement, and white-collar crimes. This type of check is typically used for high-security jobs, such as government positions or those working with classified information.
These types of criminal background checks are important to ensure that the candidate has a clear criminal history and does not pose a risk to the company or its employees. By conducting these checks, employers can make informed hiring decisions and maintain a safe and secure workplace. However, it is important to conduct these checks to comply with applicable laws and regulations and avoid discriminatory practices.
11. Sex Offender Background Check
A Sex Offender Background Check is a type of pre-employment background screening that searches for records of sexual offenses committed by an individual. This type of check is particularly important for jobs that involve working with vulnerable populations, such as children, the elderly, or individuals with disabilities.
Sex Offender Background Checks are important because they can help employers identify potential risks to their organization and prevent individuals with a history of sexual offenses from being hired in positions that could put others at risk. This type of check is particularly important for employers who operate in industries such as education, healthcare, or social services, where employees may have access to vulnerable populations.
Sex Offender Background Checks typically involve searching national and state sex offender registries to determine if a candidate has been convicted of a sexual offense. In some cases, the search may also include a review of court records and other public records to provide a more complete picture of the candidate’s criminal history.
12. Electronic I-9 and E-Verify
Electronic I-9 and E-Verify are two related tools that are commonly used in background screening to verify a new hire’s employment eligibility in the United States.
The Electronic I-9 system is an online platform used by employers to complete and store the Employment Eligibility Verification Form I-9 for each new employee. This form is used to verify the identity and employment eligibility of individuals who are hired for work in the United States. The electronic system streamlines the process and makes it easier for employers to maintain accurate and up-to-date records.
E-Verify is an Internet-based system that compares information from the Employment Eligibility Verification Form I-9 against data from U.S. government records to confirm employment eligibility. E-Verify is voluntary for most employers, but some states and industries may require its use.
The use of Electronic I-9 and E-Verify is important for employers to comply with U.S. immigration laws and ensure that they are only hiring individuals who are authorized to work in the United States. By using these tools, employers can reduce the risk of hiring unauthorized workers and avoid potential legal and financial penalties for non-compliance. They also help to maintain a legal workforce and ensure that employers are not contributing to illegal immigration.
13. Resume Validation
Resume validation is a process of verifying the information provided by a job candidate on their resume to ensure accuracy and authenticity. This may include checking employment history, education, credentials, and other relevant details.
Resume validation is important in pre-employment background screening because it helps employers make informed hiring decisions based on reliable and accurate information. By verifying the information on a candidate’s resume, employers can ensure that they are hiring a qualified and trustworthy candidate who has the necessary skills and experience for the job.
In addition, resume validation can also help employers identify discrepancies or red flags in a candidate’s background, such as gaps in employment or inconsistencies in job titles or responsibilities. This information can be used to further investigate a candidate’s background and make a more informed decision about their suitability for the position.
There are various components to employment background screening, including criminal background checks, drug testing, reference checks, education and employment verification, credit checks, and more.
By conducting thorough background checks, employers can protect their business, employees, customers, and assets, and reduce the risk of negligent hiring lawsuits, workplace accidents, and theft. Additionally, background screening can help employers identify qualified and trustworthy candidates, enhance the overall quality of their workforce, and improve their reputation in the industry.
Thus, employment background screening is an important and necessary step in the hiring process, and employers should work with reputable and experienced screening providers to ensure compliance with applicable laws and regulations, as well as ethical and fair hiring practices.
FAQs about Pre-employment background screening
What is employment background screening?
Employment background screening refers to verifying the information a job candidate provides and investigating their criminal history, education, employment history, and other relevant information to ensure that they are suitable for the position.
Why is pre-employment background screening important?
Pre-employment background screening is important for several reasons, including reducing the risk of hiring someone with a criminal history, verifying the information provided by the candidate, ensuring that the candidate is qualified for the position, and protecting the company’s reputation.
What is typically included in pre-employment background screening?
Pre-employment background screening can include criminal record checks, education verification, employment verification, drug testing, reference checks, credit checks, driving record checks and more depending on the job’s requirements.
Can employers perform pre-employment background screening on all job candidates?
Employers can perform pre-employment background screening on all job candidates if they follow legal requirements and do not discriminate based on protected characteristics such as race, gender, or age.
How long does pre-employment background screening take?
The length of pre-employment background screening can vary depending on the type and extent of the checks being performed and how quickly the candidate’s references and previous employers respond to requests for information. It can take anywhere from a few days to several weeks.
Can a job offer be rescinded based on the results of pre-employment background screening?
Yes, a job offer can be rescinded based on the results of pre-employment background screening if the candidate’s background does not meet the position’s requirements or if they have provided false information.
What are some legal considerations when performing pre-employment background screening?
Employers must comply with federal and state laws when performing pre-employment background screening, including the Fair Credit Reporting Act (FCRA) and anti-discrimination laws. It is important to have a clear and consistent policy for screening all candidates and to ensure that all information obtained is used fairly and legally.
How can employers ensure the accuracy and completeness of pre-employment background screening?
Employers can ensure the accuracy and completeness of pre-employment background screening by using reputable screening companies, verifying all information obtained, following legal requirements, and keeping accurate records of the screening process.