A number of background checks can be undertaken to screen a potential employee’s background. Hiring managers can use a combination of checks. The most common types of screening are discussed below.
Criminal record check
A criminal history check lets you verify whether the candidate has a criminal record or has been associated with any criminal activity. This is done to rule out the possibility of the person becoming a risk to the company’s other employees or clients.
Typically, a criminal background check searches district court records and state criminal records. Most criminal cases are reviewed by district courts, which store the records.
Searches of national or state criminal records help enhance the scope of the inquiry and increase the chance of revealing past convictions, if any.
Some of the information about you that’s available online might not be current or could be outright false. One tip on how to pass a background check: run one on yourself first. This way, you can have the information corrected or removed before a potential employer sees it.
Education verification
In an attempt to get the job, a candidate might lie about completing a course or program which they only attended. Exaggerated qualifications and claims of academic achievement are very common. Essentially, this check confirms if the achievements or qualifications are truthful. Some jobs require the candidate to have specialized training, certification, or education.
Reference check
Job candidates are often asked to present references from the companies where they used to work. The reference check is intended to establish one’s attitude to work, ethics, professional competencies, teamwork skills, or leadership abilities. It also helps verify claims of professional achievements at previous companies.
The best way to do a reference check is in person. The potential employer meets with the reference and discusses the candidate’s qualifications. Still, such meetings are hard to organize and schedule, so they’re not common. The most viable option is a phone call.
Employment verification
Employers do this background check to verify someone’s employment history. It allows hiring firms to check work experience, the record of job stability, or leadership experience. A company can also uncover any gaps in employment.
Employment verification establishes the following:
· Positions held
· Job start/end dates
· Description of responsibilities
· Reason(s) for leaving
· Details of compensation
· Drug testing
Jobs in transport, aviation, and other industries come with special drug screening requirements. The potential employee is tested for alcohol and various drugs to verify they’re fit to carry out their assigned job tasks.
Driving record screening
You can check a candidate’s driving record for details about traffic accidents, licensee status, driving record issues, and any traffic violations, convictions, or fines. You need the candidate’s name as recorded on their license, address, date of birth, place, date of issue of the license, number, etc., to undertake the check.
Driver’s license checks are mandatory for positions that require driving, like a delivery driver, ambulance driver, and transporter jobs.
Social network check
Social media screening is informal, so you don’t need the candidate’s permission, but you can’t make a hiring decision based on your impressions. Information from someone’s Facebook, Instagram, Twitter, LinkedIn, and TikTok is not and cannot be verified.
Social Security Number trace
This is a very basic background check done to verify the candidate’s identity. It helps determine whether they provided accurate personal information. You can also run an identity check to see if the person is eligible to work in the country.
Civil offense check
A civil offense background check, also known as a civil records search or civil litigation history screening, can be performed to determine civil law violations on the part of the candidate. Civil law ensures a remedy to a civil dispute or offense between private entities by providing financial compensation.
An employer might find a debt relief order, a bankruptcy-related order, or a breach of contract. Civil proceedings can also include traffic accidents and medical litigation or an employment dispute related to contract breach or discrimination.
If an employer finds a candidate has a myriad of personal injury claims, he might conclude the candidate would take time off to deal with them. If they have asserted many compensation claims against employers in the past, history might repeat itself.
Financial history screening
This screening examines a candidate’s credit history, where the details are provided by credit agencies. This check aims to establish if the person is financially responsible. It is mandatory in the financial service industry.
