Employers, unmask candidates!
Background checks
In order to confirm details about a job applicant and see if they present a risk to their company, employers conduct background checks. Their main goal is to confirm details about candidates and their past from the information provided by themselves. Elementary information such as candidates’ education, employment history and even their identity falls into this group.
RESUME
The resume is a classic way of job application that includes relevant information about a candidate’s education, employment and other job related skills. Employers should examine the resume carefully in search of any inconsistencies, like this may include irrelevant positions or large gaps of missing time.
Surveys suggest that the longer people are unemployed, the less accurate their resume is.
The best way to tell if a statement is questionable is if the candidate answers specific questions with extensive answers. Inaccuracy on the resume usually implicates that candidate does not have the skills to perform the job.
Education:
- did they attain the degrees and credentials they have claimed to have earned?
- ask for transcripts
- ask for a photocopy photocopies
Employment History:
- did they work where they say they have worked for the time that they have stated on their resume?
- contact previous places of work and ensure the information you got is accurate
Check references
It is common practice as well to check candidates’ references. This means the employer contacts some of candidate’s previous bosses, co-workers, people he or she managed or personal references.
It is important to remember that nearly 56% of people are likely to inflate their resume to make it stand out. As a result, you should review the information with an amount of skepticism.
A good candidate will provide you with several references to attest to their past work experience and their personal character. However, a candidate will rarely send the name of a reference who would speak ill of them. You should contact the references the candidate supplies you. You should also consider asking those references for further references. Try to be sure that you speak to direct supervisors as well as colleagues.
LinkedIn is an informative tool, because you can see whom the candidate is connected to. Their online profile may also include references from current or former colleagues attesting to their skills and personality.
Facebook is represents as well a common way for candidate screening. However, social media is just a snapshot of their lives, and it is not their full biography.
Screening job applicants through social networks
91 % of employers screen their job applicants through social network
69 % of employers have rejected job applicant because of the thing they saw on applicant’s social network profile
What can you find out from job applicants social network profile?
Job applicant posted inappropriate photo or/and comment
Job applicant is heavy drinker or drug user
Job applicant has shared confidential information about previous employer
Job applicant posted negative comments about previous employer
Job applicant has lied about their qualifications
Then ask yourself «Do I really want this person to represent my company? »
Criminal and Civil Litigation Records
- are they guilty of a crime or are they suing someone (or being sued)?
- request a Certified Criminal Record Check
Driving Records
Checking a candidate’s driving records is appropriate when the position involves driving or the use of a company car.
Reasons to check candidates driving record:
- encourage safety in the workplace
- for insurance purposes
LAW
There are many local and national laws in place to protect the privacy of people who are looking for jobs. Background checks should be reasonable and are best done when they are aligned with both the job profile and local laws.
BACKGROUND CHECKS ON JOB CANDIDATES - BE CAUTIOUS & CLEVER
Hiring new employees in today’s market is difficult. Checking candidates’ background can help ensure employers choose the right candidate for the position. Companies should never make critical decisions based on information that is either subjective or inconclusive, and should be cautious to avoid making any discriminatory decisions based on a candidate’s age, health or finances. While it is tempting to check a candidate’s personal and public records to gather information, all of this information should be treated with tact and respect. By carefully considering all of the relevant sources at your disposal, you can make the best hiring decisions for your company.