Employment background checks include driving records, education verification, and social media checks. In addition, job applicants should be aware that they may be asked for references. An employment background screening will verify that all the information provided is accurate.
Social Media Checks
You should check your employment background check on a candidate’s social media activity. These activities can be related to the candidate’s work performance. For example, if a candidate frequently shares content during work hours, it may indicate they are a time-waster. Likewise, you can find out if a candidate is interested in graphic designing or writing.
Social media background checks should be part of the overall process, and employers should prioritize these checks for specific job categories. These include public-facing positions, management positions, and positions with a lot of social media presence. Some clients may screen all candidates, while others prefer to screen for specific situations. In both cases, it is essential to be consistent. It is also necessary to make these checks part of your official policy. This will help you eliminate unconscious bias.
Driving Records
If you’re a business owner or manager, it’s important to understand driving records for potential employees. These records can give you a better idea of the risk level of a prospective employee. These records are available from the Department of Motor Vehicles in the state where the employee is licensed. But it’s important to note that you may need to get the employee’s consent to check their driving record. You should also note that different states have different forms and processes for this type of record search.
There are several types of driving records available online. Driving records are generally reported for three to seven years. Still, you may need documents for more than one stateYouou should include a section on the employment application where the employee can sign o to get these records.
Education Verification
One of the essential parts of pre-employment screening is education verification. It can identify misrepresentations and false degrees. In addition, it speeds up the hiring process. Often, a person may be qualified for a job based solely on their education, but this is not always the case.
Education verification is a complicated process that is often difficult to perform in-house. For one thing, it can be challenging to locate old records or incomplete information. Moreover, some universities require students to request transcripts, which are not always available electronically. Besides, it can take weeks to verify the education information of each applicant.
Criminal Records
Criminal records are often included in employment background checks and can be essential to the application process. Using national and county records, these searches can reveal any felonies and misdemeanors an applicant may have committed. A criminal record doesn’t necessarily mean an applicant won’t be hired or considered for a position, though. Most states have laws that prevent employers from discriminating based on criminal history.
If you’re worried that your prospective employee has a criminal record, you can take steps to seal it. The criminal-background database will keep records of a closed or deleted case until they’re updated. However, unsealing expunged records requires a court order.
Reference Checks
When conducting an employment background check, reference checks are an essential part of the process. The information from a reference will help you verify a candidate’s qualifications and history. In addition, asking about concerns about their employment and salary history will allow you to find out if the candidate is a good fit for the position.
Reference checks are typically conducted with coworkers, managers, and other employees who have worked with the applicant. These references will have much information to share about the candidate, including their demonstrated work ethic, personality traits, cultural fit, and punctuality. These reports will also provide information about an applicant’s ability to work with others and communicate well.
Drug Screening
Employers may use random drug tests to screen potential employees for drug or alcohol use. Employers will also administer tests after an employee is absent from work or injured. Some employers may even require drug testing as part of the application process. Drug screening can be conducted via urine, saliva, blood, or sweat. Employers may also request tests for other substances. According to the Substance Abuse and Mental Health Services Administration’s 2020 National Survey on Drug Use and Health, about 59 million Americans aged 12 and over were tested for drug use.
Drug screening is included in an employment background check because it can help employers determine whether a prospective employee is fit for the job. The type of drug testing varies based on the industry and position. Heavy machinery operators, for example, may be required to be drug-free. Government jobs may also require drug testing. On the other hand, retail jobs usually do not require this screening.
Comments are closed.