Why Your Business Should Never Skip Exhaustive Background Screening

Hiring the right candidate is a tough task in the massive employment market place. False or misleading data found during background screening process can affect your business in a big way. An employee’s valid data can help you make smart decisions and manage the activities associated with overseeing your team.

Falsifying information on resumes has become so common. It’s better to get hurt by the truth than comforted with a lie. Never exaggerate the truth, with so many people out of work many candidates feel the need to embellish their resumes to stand out from the pack.

The Employers have started thinking about Background Checks due to the following reasons:
•Increased and negligent hiring
•Adherence to legal and regulatory framework
•Compliance with hiring policies
•Legal exposure due to wrong hiring
•Costs of training

Recent statistics show that a fair percentage of all business failures are caused by employee theft and applications containing outright lies about experience, education and ability to perform essential functions on the job. Most of the companies conduct some type of background check often including one or more of the following: criminal records checking, reference checking and past employment verification.

Ideally, the background verification process can help disclose whether or not a person has honestly answered to questions on an employment application, including the criminal past. Depending on the employer’s preferences and objectives Background checks can vary considerably. Based on the thoroughness of the inquiry these verification usually range from basic to a comprehensive check that includes: criminal records, vehicle records, verifying past employment, education and conducting reference checks.

On an average approximately 10% of the time a Felony or Misdemeanor criminal record will be reported on an applicant’s background check report. (In some cases the employer may determine the records warrant denying the applicant employment, while in other cases the employer may, e.g., determine the records not to be sufficiently relevant to the position and thus not in themselves a basis for denying the applicant employment.) With respect to non-criminal searches, the background check may, e.g., reveal discrepancies between actual and reported dates of employment, job titles, and educational degrees.