If you’re preparing to hire someone, there are several things you should keep in mind. First, ensure that the pre-employment background check you’re performing is accurate. If it isn’t, you will likely find inaccurate or wrong data. This can cause you to be fired, hinder your job search, or even result in a criminal conviction.
Can produce incorrect data
When doing pre-employment background checks, you should be aware of the factors that could lead to inaccurate data. First, ensure the background check is conducted legally and in compliance with federal and state laws. If you suspect an error has occurred, you can challenge the report and request a recheck.
Incorrect data entry is a common mistake that can cause a long delay in the screening process. Many services must restart the verification process if the data is entered incorrectly. Also, inaccuracies in the name of a company may cause the background check to take longer to complete.
Can result in dismissal
If you’re doing a pre-employment background check, you should know how the results can affect your hiring decisions. For instance, if you’ve been in trouble with the law before, you might be fired. This is because this information will show up on a background check, even if you were never convicted of a crime.
Criminal records are stored in several places, including law enforcement and private criminal record databases. Therefore, if you find an applicant with a criminal history, you should contact the jurisdiction where the incident occurred to find out the case status today. Sometimes, the case may have been dismissed, deleted, or closed.
Can hinder your job search
Performing pre-employment background checks on potential candidates is a common part of the hiring process. Background checks check the applicant’s criminal record, previous employment, and credit history. This process can help hire managers as it ensures the applicant’s credibility and if there are any red flags in the applicant’s background. Employers typically work with a background screening firm or human resources department to ensure that all applicants are carefully screened.
In addition to finding any potential criminal history, a pre-employment background check will also reveal any dishonesty that may have occurred on the applicant’s resume. In some instances, the information can reveal that the candidate has lied about their job title, employment history, education, or college degree. Even minor lies can cost a person a job opportunity.
Can result in a criminal conviction
Employers can learn a lot about potential employees through a pre-employment background check. This can be essential in hiring someone for a position involving direct public contact or handling sensitive data. Unfortunately, nearly one in four employment background reports contains some criminal conviction. ShareAble for Hires is an excellent source for this information because it scours 300 million national criminal records, the Sex Offender Public Registry, and criminal databases in 43 states.
Criminal convictions can affect a job applicant’s ability to perform well. Therefore, when assessing a potential employee’s background, please consider the crimes they may have committed, the date of their conviction, and any sentence that has been served. Many felonies have serious repercussions, and you should be wary of hiring a potential employee with a criminal record.
Can result in a civil court judgment
Pre-employment background checks are not without risks. If performed improperly, the results could end up in civil court. Some states have laws prohibiting the use of such reports. Some legal requirements must be met even if you don’t find anything illegal.
Can result in workers’ compensation claim
Some employers are worried about the cost of workers’ compensation claims and want to find out if a potential job applicant or current employee has filed a claim. This information is particularly relevant for employers in industries with a high workplace accident rate. However, there are risks involved in using this information.
Employers must be aware of their legal responsibilities and should seek legal advice if they’re concerned. For example, in some cases, it may be illegal to fire an applicant if they file a workers’ compensation claim. Also, if they threaten, intimidate, or coerce an applicant, they may be held liable for a workers’ compensation claim.
