Someone once told me that people are like cabbages. They have many layers. But in today’s busy world, we rarely have time for uncovering all about a person, especially, in an official arrangement. Such as, in an employer-employee relationship, the arrangement between the two parties is purely work-based. Yet, if an employer hires the wrong individual, not only the work but the overall organization and also its people are impacted. So, how do HRs quickly find out if an individual is safe to hire? This is where background checks come in.
Background checks ensure a person’s suitability for a specific job or task. It does so by looking into their criminal, financial, and employment histories; plus verifying their identity. Employers utilize these checks to examine potential hires.
The core goal of a background verification (BGV) is to serve as a means of trust between the employer and the employee. It analyses the employee’s history and draws conclusions about whether or not they can be trusted for the job.
But, who performs these checks?
The BGV industry is made up of specialized businesses that perform checks on an individual and convey the results to the employer. A background check may result in three cases: red (when an individual is not safe to hire), green (when an individual is safe to hire), or amber (arises due to an incomplete background check).
What does a background check consist of?
- Recognizing the need
The first question to be asked before initiating a BGV process is- why do you need it? While answering this question, you will also find yourself thinking about what information you need about the candidate. The answer to this will purely depend on the role you are hiring the candidate for.
For eg., while verifying the education of a white-collar employee is important, it’s not the same when hiring a blue-collar worker. Such as a driver, a delivery person, etc.
Different types of BGV checks are ID verification, address verification, education verification, employment verification, drug consumption test, court record check, police record check, and other valid document checks.
- Gathering information
To initiate BGV, one needs to have relevant information about the individual who is to be checked. This may include their name, date of birth, social security number, etc. These credentials are then used to dig deeper into the individual’s background depending on what checks are being performed.
- Searching records
Using an individual’s identity credentials (name, date of birth, social security number, etc.), employers search different databases and records to get more information. This may include searching government databases, criminal records, financial records, ex-employer records, and other public records such as the sex offender registry, etc. This helps the verifier ensure that the individual is who they claim to be, has worked where they claim to have, doesn’t have an adverse background, and is safe to hire.
- Reaching out
Not all information about an individual is available with records and databases, such as conduct, behavior, etc. Hence background check also involves contacting various people like previous employers or references provided by the individual.
- Analyzing the results
Once all of the information has been gathered and verified, it is analyzed to determine the individual’s suitability for the job or task at hand. This may include considering any criminal convictions or financial issues that have been found.
- Reporting the results
The final step is reporting the results to the employer and the employee.
Legal Requirements for Background Check
Employee BGV is subject to certain legal requirements. For example, under the Fair Credit Reporting Act (FCRA), employers are required to obtain written consent from job applicants before conducting a background check, and they must provide a copy of the background check to the applicant if it is used to make an adverse decision.
Additionally, employers must follow certain procedures if they intend to use the background check to deny employment.
Why is a background check necessary?
Background checks are an important tool for ensuring the safety and security of an organization or community. They can help to prevent potential risks by identifying individuals with an adverse criminal, financial, or employment history. However, it’s important to keep in mind that BGV is not foolproof and should not be relied upon solely for making decisions about a person’s suitability for a job or task. Rather, background checks should be used in conjunction with other forms of screening, such as interviews. Click here to read in detail about why organizations conduct background checks on their employees.
In conclusion, background checks are a vital tool for organizations and individuals to ensure safety and security, but it should be done in compliance with legal requirements and with the consent of the individual. It is important to understand that BGV should not be the only factor in determining a person’s suitability for a job or task and should be used in conjunction with other forms of screening.
IDfy’s Background Checks
IDfy, being the leading background verification (BGV) company, offers a unique set of products and services solving the ubiquitous problem of identity and employment fraud. We offer a blend of conventional and Saas-based digital BGV checks that help you create a safe workplace while leveraging technology at its best.
Along with a low turnaround time, amber rate, and high accuracy, we focus on delivering a great user experience. That means we care about your and your candidate’s experience equally. Hence, we bank on a smooth BGV process for both parties.
Our primer on background screening finishes here. You may drop your queries or comments here: shivani@idfy.com
