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Hiring Right Employee

The Best Way to Determine the Reliability of Background Verification

Employers understand the pivotal role proper staffing plays in their business and have incorporated the use of reliable background verification processes into their employment process. In recent times, the world has noticed a surge in the use of the internet due to its wealth of information and social media platforms. This has prompted many employers to handle the background research of their prospective employees themselves because they can get some information online about a candidate. However, this do-it-yourself strategy has its drawbacks and limitations.

An employer must be very cautious of the available information on the internet, as most of it is derived from unreliable and unverified sources. Furthermore, it is vital to note that most critical information is not readily accessible to the general population. For example, current local and state conviction records are not easy to access, and education records require a signed release. This is why it is best to use a reliable screening service to assist in handling the pre-screening process.

There are primarily two ways to assess the reliability and quality of a background verification process. The first factor is a comprehensive background verification design, which plays a vital role in shaping its results as well as its compliance with applicable laws.

The second factor is the design of an in-depth background check for that particular job, which is based on all the sources relevant to the job in question and implemented through the use of reliable sources. Let’s take a closer look.

Comprehensive Background Verification Designs

This background verification design aims to identify relevant and accurate information about candidates while minimizing costs and ensuring compliance with applicable laws. In light of some of the case laws and guidelines relating to the Equal Employment Opportunity Commission (EEOC) and Fair Credit Reporting Act (FCRA), the emphasis on background screening is shifting more and more toward individualized assessments. This means managing costs while maintaining quality requires close attention.

The following are some characteristics of an comprehensive background verification design:

  • A two-step adverse action procedure: If a background verification process done by a screening company suggests that a candidate‚Äôs application should be declined, the employer can use a “two-step adverse action” procedure. This procedure entails alerting the applicant that he or she may be denied employment owing to history and providing them with an opportunity to counter the facts.
  • Opportunity to conduct an individualized assessment: A criminal history disclosed by the background verification process requires the employer to conduct an individualized assessment to help discern whether the history is pertinent before denying the candidate employment. This means determining whether the particular criminal conviction is relevant to the job. In addition to assessing the nature of the offense, the time since the conviction without any intervening criminal history, evidence of rehabilitation, and personal references, a variety of factors may also be considered.
  • Role-related risk assessment: This will guide specific background investigations for a job. This evaluation will highlight aspects inherent in the job’s authority and performance standards that will outline what the company needs to know regarding the prospective candidates.

An Specific Background Verification Process

Due to the wide variety of job requirements, there is not one background check that applies to all jobs. The more intricate the position, the more authoritative and autonomous the job is, and the greater influence it has on the organization. Therefore, the background screening should be more in-depth. There can be significant risk factors even for lower-level jobs that would warrant more intensive screening.

An in-depth background verification procedure will entail an inquiry into several aspects of the applicant’s past. Possible search areas include:

  • Civil court records: Judgements in civil litigation may be entered at either the county or federal level, and they may affect a candidate’s qualification for various positions.
  • Verification of personal history: The verification of employment and educational attainment, as well as professional certifications, is a good idea if they affect the quality of performance or the liability of the organization.
  • Sex offender records: This issue can be reviewed via the Department of Justice portal, giving a detailed overview of state-level records.
  • Criminal background sources: In most jurisdictions, criminal history information is available to the federal, state, and local governments, though there are some overlaps and inconsistencies. It may be necessary to search all of these sources depending on the job, which is why a reliable background screening company is so important.

Employee Pre-screening Process

Reach Out to Affordable Background Check!

If you are an employer who requires a reliable and quality background screening service, reach out to us at Affordable Background Checks! We will deliver only the best service available at a price you can afford. Contact us today to discuss your needs with one of our specialists!

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Gavin Muirhead

Gavin Muirhead has been involved in developing products for background checks and improving online experiences in the background screening industry since 2012. He is the lead author and editor of Affordable Background Checks.