Employment Background Check Strategy

Your workforce is the foundation of your company's success. Building a team of qualified and trustworthy employees is crucial for achieving business objectives, but it presents significant challenges. A recent survey revealed that over 56% of applicants have lied on their resumes, often concerning work experience, education, skills, and job duties.

While minor embellishments might be commonplace in some sectors, dishonesty in hiring can have serious consequences. Even omitting relevant information – candidate omission – can be as problematic, if not more so, than outright false statements. Consider situations where a candidate has a history of violence; failure to uncover this information could endanger customers and colleagues, leading to negligent hiring lawsuits and irreparable damage to your company's reputation.

Implementing background screening across your organization is a best practice. However, it's essential to tailor employment screening packages to specific roles. For example, credit checks are advisable for positions handling finances, and driving record checks are necessary for roles involving vehicle operation.

Your background check policy should clearly outline the types of information considered during employment decisions. A responsible approach involves evaluating the nature of the position, the nature of any criminal history, and the time elapsed since any conviction. This nuanced approach helps ensure fair and informed hiring decisions while mitigating potential risks.