Note: This article is the second in a two-part blog series designed to provide an informational overview of the importance of employment background checks in the hiring process by exploring how to build secure, modern background checks that help you swiftly identify and hire the best-fit talent for your organisation.
It can be intimidating to start or even update a background check programme. After all, your candidates are real people and your hiring decisions will directly impact their lives. So how can you move toward a modernised background screening programme that seamlessly manages complexities like technology and compliance, while also supporting more consistent and informed hiring decisions?
That’s exactly what you’ll discover in this article, the second in a two-part blog series offering an essential guide to employment background checks. Our first article covered the basics, explaining the importance of employment screening and defining various types of popular background check components. Here, readers will gain a better understanding of:
- Background check requirements
- How to implement effective background screening
- Common background screening pitfalls to avoid
Background check requirements
The biggest takeaway regarding employment background screening compliance is this: always obtain the candidate’s consent before performing a background check. Provide them with a separate consent form—one that is NOT built into the application. It should be offered in the local language, and it should clearly state the specific types of background checks that may be performed.
Regarding data privacy and protection, a network of regional, national, and local jurisdiction laws and regulations may also apply in the hiring and screening process. Be particularly mindful when hiring candidates who live in other countries or candidates who will work outside the country where the employer is located, as the laws of those countries may be applicable.
Regulations are also evolving around hiring discrimination based on the information revealed in a background check. For example, in the United States and Australia, there are laws, regulations and limitations governing the use of criminal records and credit history in employment-related decisions. Again, each jurisdiction is different, so be sure to fully understand the laws and regulations around hiring practises.
Lastly, industry regulations within financial services, healthcare, and other sectors are also relevant and important to consider. Some may require employers to perform a specialised industry database search on certain employment positions within the industry, while others may require updated background checks on a regularly scheduled basis.
Always consult with your legal counsel on all applicable laws and regulations pertaining to background screening which are relevant to your organisation.
How to implement effective background screening.
The most important step toward implementing effective background screening is to work with an experienced screening provider.
The right provider can offer the full depth and breadth of services needed—for example, domestic and international background checks—enabling organisations to work with a single provider instead of multiple screening partners. They will also understand the local culture and know how to provide the most compliant and complete background checks possible in the fastest turnaround time.
Here are a few steps to consider.
- Carefully evaluate and choose the right employment background screening partner based on the unique hiring scope, needs, and risks associated with your business and industry.
- Assess your current hiring technology and work with your screening partner to integrate background checks into your applicant tracking system or other hiring software. This enables you to better manage the entire background check process—from start to finish—through a single platform instead of juggling multiple websites, logins, and passwords, and offer candidates a faster, more seamless experience.
- Work with your screening partner to build background check packages. This helps ensure all candidates are screened at the same level of due diligence. The right screening partner can intelligently advise you on background check packages and benchmarks they’re seeing based on company size, industry, and the larger market.
- Understand how your screening provider can assist with compliance. Some may provide adverse action support, while others may automate some aspects of compliance within their screening platform. Subscribe to all compliance updates, emails, newsletters, and trend reports available through your screening partner.
Common background screening pitfalls to avoid.
While background screening strategies vary from company to company, there are a few universal pitfalls to avoid.
- Not using a screening provider. Considering the untold time and resources required to manage background checks in-house, a professional screening provider brings everything you need to the table, including deep expertise, immediate access, and specialised technology. This simplifies and strengthens the screening process by providing faster, more reliable, and comprehensive candidate insights on a more consistent basis. Screening providers can also serve as trusted hiring partners who can advise you on emerging background check trends, evolving compliance mandates, and other factors impacting your ability to identify and hire top talent.
- Not screening all employees. Across the organisation from top to bottom, it’s critical that every employee is screened with at least a basic background check. This helps prevent bad actors or fraudsters from entering the business. It also establishes a hiring standard for your organisation that can be promoted as a competitive differentiator.
- Not having a clear escalation path. With background checks, it’s not a matter of “if” there will be an issue, but “when.” How your screening provider handles unexpected issues is critical. It is essential that you and your screening provider have a clear and pre-determined escalation path when issues and questions arise. This helps ensure you get fast answers and explanations with minimal hiring disruption.
Final thoughts.
In today’s fast-paced hiring landscape, employment background screening is often considered essential to building a high-performing workforce. By thoroughly and consistently vetting candidates, organisations can foster a safer, more productive work environment, while also guarding against key types of employee-related risk. Your employees are your most asset, which makes a robust background screening process a smart investment in the future of your organisation.
Click here to read the first article in this series.
At First Advantage, we’re here to help. Get in touch today. https://fadv.com/apac/
