How to Conduct Pre-Employment Background Checks

Conducting background checks on potential new hires is an important part of a thorough hiring process. Background checks can help you cut through the mystery of the hiring process and zero in on candidates who are more likely to fit your needs and your company as a whole. To get the most out of the process, though, you must conduct it properly and use the appropriate services to assist you.

 -What are pre-employment background checks?

Background checks are commonly conducted on job candidates as part of the pre-employment process. Education and employment verification can also be included in pre-employment background checks. This ensures that the potential new hire listed the schools and worked for the companies listed on their resume as past employers. At this time, you can also conduct your checks.

You can also check a candidate’s credit history, including any bankruptcies, in some situations. However, you should only include this information in a background check if you have a special vocational requirement (for example, for those working in finance) or if you wish to learn more about a misappropriation conviction.

-What are the different types of background checks?

There are a few distinct forms of background checks that are used in the workplace. The pre-employment background check is the most common. This can happen at any time during the hiring process, but they’re particularly common for candidates who receive a conditional job offer. When businesses elect to conduct ongoing background checks on current employees, this is the second type. If you do this, you should have a reason for the background check, such as a conviction that has come to your attention, or a company policy that explains how and how often continuing background checks are conducted. If you have a policy, ensure that it is conveyed to employees properly and that it is followed consistently and fairly. There are a variety of searches you may do whether you’re vetting potential new hires or current staff. Most background check providers give you the option of paying for a pre-packaged screening bundle or just the screenings you need.

A simple approach might include federal criminal searches, one statewide criminal search, a Social Security number trace, and a check of the sex offender database, for example. Additional statewide searches, education and employment verification, motor vehicle record checks, credit history checks, and drug tests may be included in more extensive plans. Employment background checks are divided into two categories: those conducted during the hiring process and those conducted regularly for current employees.

-What are the benefits of conducting employee background checks?

The benefits of pre-employment background checks are usually self-evident. Background checks ensure you’re getting the truth from potential new hires, as approximately 53% of job candidates supply false information on their applications or during the interview process. Creating and maintaining a background check program for your company has various advantages.

  1. Improving general workplace safety: Background checks reveal whether a candidate has a criminal background, which reduces workplace violence and theft.
  2. Avoiding terrible hires: Several elements go into becoming a successful employee. Even if a criminal record is not violent, it can provide information about the applicant’s character and trustworthiness in the workplace. It also ensures that the candidate has been truthful about their previous education and employment truth. If they lied about that, they’ll probably lie about other things if they get hired.
  3. Lowering responsibility and legal expenses: If an incident occurs with an employee with a criminal background, failing to vet new personnel increases your liabilities and potential legal costs. One of the more significant liabilities is “negligent retention,” which occurs when an employee alleges that their employer failed to terminate or discharge another employee who has caused some type of workplace harm.
  4. Ensure position fit: Certain jobs, such as those involving money or large budgets, and armed security roles, are considered high-trust positions in particular industries and companies. Financial scoring in background checks can aid in determining a candidate’s suitability for your chief financial officer or accountant post. Similarly, you don’t want to hand a sidearm to a candidate for a security job who has a violent history.

Background checks are important for both small and large companies. Because there are no legal requirements for background checks, it’s important to develop and share a pre-employment background check policy with all applicants. Conducting employee background checks has several benefits, including limiting potential violent or illegal behavior, lowering company liabilities and legal costs, and avoiding poor fit for the role.

-How to conduct background checks and keep track of the results

It has since been broadened to include laws governing how companies and other organizations can obtain personal information about job applicants. Here’s a step-by-step process to doing lawful, fair, and consistent pre-employment background checks.

 -Background Checks Available in India

Employment history verification, education verifications, professional reference checks, and criminal records checks are the most common background checks in India. Other checks, such as analyzing motor vehicle records, are accessible, although they are typically employed only when they are relevant to the position or industry. Before giving any verification information, it is common for a school or job to require the applicant’s written authorization.

  1. Criminal Records Search in India – In India, criminal records searches are carried out at the local police station, where many records are kept on paper rather than online. Rural communities and police stations without modern equipment may see longer turnaround times. Criminal records searches are conducted at the local police station, where many records are still kept on paper rather than in computerized form. Rural communities and police stations without modern equipment may see longer turnaround times. Name, date of birth, full address, father’s name, and release form are all required.
  2. India Civil Records Search — At the local level, the India Civil Records Search is provided. If a case can be discovered, the report may include case type, file date, case number, name of the court where the case was filed, plaintiff, defendant, and disposition. Name, date of birth, address, and permission to share information are all required.
  3. Bankruptcy Records Search in India – This search is conducted by the IBBI (Insolvency & Bankruptcy Board of India), the NCLT (National Company Law Tribunal), and the BIFR (Bankruptcy Information and Financial Reporting) (Board for Industrial and Financial Reconstruction). If a bankruptcy case can be discovered, the report may include the filing date, case number, name of the court where the case was filed, and case status. Individual’s full name, including any aliases and surnames, Father’s name, Complete Address with Postal Code, Address History if available, Copy of PAN Card, and Other Government Issued ID are all required.
  4. Verification of Education Degrees in India – Educational institutions will be contacted to confirm attendance dates, graduation dates, and degree information. It is common practice to verify only a candidate’s highest degree. Keep in mind that colleges frequently impose additional fees without warning. Name, date of birth, school name, degree, major, dates of attendance, school city, release form, and copy of degree are all required. It is also common to be asked for all of the previous year’s grade sheets.
  5. Employment Verification in India – Employers will be contacted to confirm the candidate’s title, dates of employment, and rehire eligibility. Unless there is a legal or regulatory necessity to gather that information, employment verifications typically do not go beyond seven years. Current employers will only be contacted with the applicant’s express permission. Name, date of birth, employer name and contact information, dates of employment, position held, release form, and employee ID are the minimum requirements. Additional paperwork, such as a relieving letter, is also sought. In India, it is common practice to verify a candidate’s employment history for the previous seven years. Employers will be contacted to confirm the candidate’s title, dates of employment, and eligibility for rehire.
  6. Reference Check in India – This search is conducted with the individual’s personal or professional references utilizing a standard list of questions over the phone or by e-mail. Applicant’s name and date of birth, reference’s relationship, contact name, and information are all required (including phone number and email address).
  7. Motor Vehicle Records – A search of the individual’s motor vehicle records will reveal whether or not they have a driver’s license. If accessible, information on the driver’s record may be shared.
  8. Global Monitor Check (GMC) is a database tool that examines several databases.
  9. In India, an ID check entails validating and/or verifying the data subject’s identity documents. Name, DOB, Address, Consent Form, Color Copy of Identification Card (Front and Back).
  10. Directorship Check in India – A search to see if a candidate has any fiduciary or board of directors obligations for a corporation.




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