“Never judge a book by its cover,” that’s been a very common saying for generations. This suggests something very special in terms of hiring. Going deeper than just face value should be a routine practice when it comes to selecting the best candidates to work for your company.
Hiring new employees can be a kind of tightrope walking. It is important to find the right candidate with the expertise and honesty to do the work, but it is impossible to accept people at face value in today’s recruiting environment. Hiring strategies systematically means delving into candidates ‘ experiences in order to get a better understanding of their talents and job performance. This must, however, be measured with respect for each individual candidate’s privacy as well as being consistent with relevant laws. The aim of the background check is to aid in the evaluation of aptitude and abilities, and the primary goal must be accomplished with this.
Background checks can be a protective measure to ensure the organization’s reputation and employee security. Due to some aspect of their history, individuals may not be suitable for certain positions. Someone with a criminal background may not be suitable for the role of a security officer. If someone has had issues with substance abuse, he/she may not be able to work in a hospital with easy accessibility to drugs and medication. It is only possible to find these types of information with a background check.
Employment background checks were once considered a luxury by small business owners — a procedure worth pursuing, but not necessary to the cycle of interviewing and hiring. Pre-employment background checks have taken on a new urgency in today’s heated battle for talent. A comprehensive background check lets managers locate potential, thus detecting problems that might lose the company money or their credibility. The background check at the basic level is to determine whether the information an applicant provides is true and accurate. It also helps to paint the applicant’s image over and above what is found in paper or in a short interview. Past employers offer an indication of what kind of work patterns a candidate has. References may provide personal characteristics information.
In a competitive job market, securing top talent rapidly is crucial, but it is just as important to ensure that these individuals do not pose a risk to your business. Recruiting employees entails several risks — from recruiting under-qualified employees who might damage the reputation of your company to the liability you bear for the actions of a person once they are on the payroll. A background check and screening program for employees can help minimize such exposure by identifying inaccuracies on resumes, a history of bad behavior, or those that might put your business at risk for legal violations.
Completing a thorough background check will help mitigate uncertainty by improving the chance of a good hire the first time around. If a risky person is hired because a thorough background check has not been carried out, a company often costs much more money than it would be to perform a screening.
Conducting background checks is no longer just a choice in hiring rather it is a necessary part of being a professional recruiter – after all it is their responsibility to provide the company with the best of the candidates.
The Author is the Co- founder and Director of Netrika Consulting, India