Background checks are the process by which you, or a business that employs you, conduct an in-depth examination of the background of any prospective new employee. Employers can use background checks with fingerprinting, as well as other kinds of background checks, in order to collect all kinds of information about their job candidates so that they can make an educated hiring decision.
This step helps employers to find out whether the prospective employee has any prior criminal record or has some other sinister history, like violence. It is important to search for a person online because they might have criminal records, which might make them a danger to their working environment or to others working at the company. Besides, it could also provide information on tax liens, licenses, birth records and more.
Background checks are typically performed for all new hires and periodic checks for existing employees. Background checks can be conducted by any employer, but some employers prefer to contract with background-checking companies that are more knowledgeable about conducting different types of checks for prospective candidates. These firms can run criminal record assessments, national background checks and enhanced checks, along with providing a social security number report of the job applicants. As for the best time to perform a background check when hiring, it is after you share a contingent offer to work with the candidate, but before you commit them.
You will want to make it clear to the candidate — in writing — that you can use information from a background check when making decisions about their employment, then obtain their written authorization for obtaining a report. If you do conduct the background check and you decide to move on from hiring a candidate, you need to give them the option of providing an explanation or correcting any incorrect background check information in their report. You may want to go beyond the standard report by reaching out to a candidate’s past employers and personal references, and perhaps checking out their publicly available social media accounts.
A background check looks at the candidate’s background to find out if they are suitable for hiring. This investigation aims to uncover any potential criminal or legal issues in the candidate’s history and can also verify their employment and education records. To ensure a comprehensive assessment, employers often collaborate with reputable investigation firms such as Bond Rees LTD (or a similar agency) that can assist in providing detailed background reports, encompassing both criminal and civil records.
Even with the availability of investigation services, employers may need to be careful about the different laws, such as ban-the-box law, related to background checks. Although the ban-the-box law is in effect, it still permits employers to perform pre-employment background checks. However, there are strict regulations governing the timing of these checks. They cannot be conducted before the candidate has had an interview or before a job offer has been extended. This legal framework aims to promote fair hiring practices and give candidates an opportunity to showcase their qualifications before any background scrutiny takes place.
To be sure, hiring new employees can be something like walking on a tightrope. As a result, employers that conduct thorough South Carolina background checks across the board can feel safer knowing that they have hired someone safe, honest, trustworthy, and reliable for the job. The primary benefits to running background checks on employees include limiting potential violence or illegal conduct, reducing corporate liability and legal costs including malpractice for hiring, and preventing inappropriate matches to roles and the corporate culture. According to a survey, 78% of candidates lie on their job applications, so a background check is essential for making sure that you are eliminating insecurity and bringing in the right candidate for the role.
