Plus Ten Steps to Streamline the Process

Background checks should always be part of your hiring process for one simple reason; you can never judge a book by its cover. And for the sake of this discussion, the cover is called a job application.

Whether you are a small business owner or major enterprise, skipping the background check or conducting one incorrectly can cause headaches and frustration plus cost a good deal of time and money.

Most people think of criminal records when they think of background checks. However, there is more to consider. For example, in a competitive job market, applicants are more likely to submit false information regarding prior experience and education. A thorough background check would catch these discrepancies.

Preparing for Background Checks

Conducting a background check can be time consuming and tedious, but if you make careful preparations up front, the process can run much more smoothly. Following are some guidelines to help you prepare.

  • Determine the type of background checks needed for your employees; e.g. Social Security Number Scan, County Criminal Record Check, Employment Verification, and/or Education Verification.
  • Determine how any necessary criminal background checks and/or drug testing will be conducted and what service providers you will use.
  • Contact those service providers for guidelines and requirements; e.g. required forms.
  • Prepare policies and procedures for hiring and for conducting background checks that are compliant with regulations within your state and with your service provider.
  • Determine the exact skill set necessary to perform the job including technical and interpersonal skills.
  • Use a comprehensive job application that requires the applicant to document all employment with contact information, education, certifications, accomplishments, references and other pertinent information including any criminal history.
  • Require applicants to completely fill out and sign the job application, certify the accuracy of all information, and acknowledge the consequences of false information.
  • Carefully interview final candidates for each job requirement. Ask specific questions and note any discrepancies between the written application and the interview.
  • Contact all professional and personal references of final candidates.
  • Request the final applicant’s signature authorizing a criminal background check and drug test if required, and include any written notices required by law.

Taking these precautionary steps will streamline and improve your hiring process. And hiring the right person the first time around will certainly have a positive impact on your budget.

If you are looking for a reliable service provider, SmartPayroll Solutions can help. Contact us today for a consultation and we will help you determine how to implement background checks into your hiring process.