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10 types of background verification employers should perform

For many companies, doing a background investigation for hiring objectives is a necessary resource. It might also entail looking into other parts of a candidate’s background, such as if they have a criminal record. You want to be as attentive and meticulous as necessary when you’re recruiting and choosing the right group of potential applicants. However, your company may not have the means to investigate each candidate’s records and employment history. You may outsource the verification to a background check provider, enabling you to focus on the other qualities of your prospective candidates.

Whether done by the employer himself or through outsourcing, background verification does play an important role in recruiting, and in this article, we will discuss the 10  types of background verification employers should perform.

The importance of background verification

Companies do background verification to learn more about the candidate’s background. They seek to validate the importance of data supplied on the application or resume, as well as during interviews, to identify any potential difficulties. During the employment process, 60% of businesses do background checks.

It has been shown that 53% of applications or resumes presented by applicants to recruiters contain a minimum of one error or fabrication. As a result, unscreened job prospects might have a negative influence on your firm. You can customize the verification procedure to your sector and the roles you hire for. Companies that do not do background checks face legal liability as well as other safety risks.

 

10 types of background verification:

Criminal History Check

 

Criminal record checks are the most common type of background verification, but they’re often the most confusing and misleading. It varies on the exact history and situation, but a criminal record may not exclude applicants from employment. When it comes to hiring and verifying personnel, you must identify your company’s values and draw the line.

Credit Background Check

A candidate must undergo a credit check for employment in the financial industry, where fraud and thievery are a possibility. A credit background check assists in validating a person’s credit-to-debt ratio history. Potential companies are likely to do a credit analysis if the job entails security or managing money. For credit to be checked, written authorization is necessary. Moreover, if a company rejects an application based on a credit report, they must offer a written explanation as well as contact information for the credit monitoring company that gave the information. This allows the candidate to correct any mistakes before a final judgment is made on their application.

Court record check

Without a court document check, full control of employees will be impossible to achieve as the number of insolvent and the frequency of fraud increases. A court record check will be performed to see if the candidate has ever been condemned by a high court. A vast database is utilized in civil, domestic, and criminal proceedings, as well as many other circuit courts.

Pre-employment background checks

Employers do pre-employment background checks to avoid hiring someone who may be a liability or a risk to the organization. An employment background check frequently includes the candidate’s work history, educational qualifications, driving record, medical history, and criminal record. Candidates’ social media profiles have now established themselves as a viable source of verification data.

Identity Document Checking & Verification

The most fundamental piece of evidence that all employers should obtain from existing and future workers is identification proof. An identity investigation verifies that the job applicant is who they say they are. At the same time, the information that is protected cannot be used to manipulate hiring choices.

Performing drug tests and physical examinations

It may include some drug tests and/or a physical examination. Medical examinations should be associated with the essence of work and employee safety. A physical examination is not necessary for most occupations. These inspections normally require advance notification and are only possible with approval. These drug tests are frequently used in conjunction with a five- or ten-panel urine analysis, a hair test, and a breathalyzer.

Academic Credentials Verification

Companies will contact academic authorities to confirm that applicants hold the qualifications shown on their recruitment papers. For this data to be accessed, applicants must submit their graduation dates and prior identities. The academic claims of a candidate are evaluated during this background investigation. The school or institutions attended, the duration of academics as stated by the applicant, and the degrees (Bachelor’s or Master’s) achieved are all verified as part of the education verification procedure.

Professional License and Certification Verification.

A background check determines if a job candidate is a physician, attorney, or accountant, and if he has a legal permit to safeguard the company from allegations of irresponsible hiring. The background verification business usually checks with the state licensing board to make sure the license hasn’t expired or lapsed and is still valid. Before collecting the records of the hired professionals, the company must first acquire authorization from the applicants regarding their educational records, military records, and handicap records.

Address Verification

To keep track of the candidate’s prior residences, address verification is required. Knowing where an applicant lives makes it easy to run additional tests and may show areas where a criminal history search should be run.

Passport Verification

By authenticating the data in a candidate’s passport, businesses may confirm the candidate’s identification. It does not prevent passport fraud, but it does breach personal information as well as the MRZ code. The identity, passport number, nationality, birth date, race, and passport expiry date are all the details included in the MRZ.  There is also space for further info, usually country-specific data.

Conclusion

Knowing the federal and state rules and regulations related to hiring guarantees that a company will not get into legal difficulties in the near future. A thorough investigation is used to obtain data on an organization to determine whether the candidate seeking the job opportunity seems reliable, dependable, and genuine. A person’s previous behaviors should not foretell their future deeds.

We hope this article clears some of your doubts and helps you understand the 10 types of background verification employers should perform.

 

 

 

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