Behind the Scenes of the Employee Background Screening Process

Employee background screening has already proven to be a worthwhile investment for employers. Informed hiring decisions and risk management for your company are more accessible with this tool. On the other hand, candidates may be concerned, frustrated, or even perplexed by the prospect of an employment background check. When conducting a background check, candidates may not understand their rights and how the results of a background check can affect their employment prospects. Candidates may find it difficult to submit to a background check at your company if they’ve had a bad experience with one at a previous job. However, if you take deliberate steps to clarify the background screening process, you can keep candidates informed and help them successfully navigate the screening process.

Despite the fact that a recent PBSA survey found that 95% of employers use background screening, not all companies screen all applicants. As a result, you may still come across applicants who have never had their backgrounds checked. Even those who have gone through the process before may have some misunderstandings about how it affects their future employment prospects,  even if they have.

Candidates may be perplexed by the following, for example:

• What is included in a background check for a potential employee?
• In how much time a background check is completed
• Background checks: how far back can you go?
• It is important to know what drugs are included in a drug test and how the results are interpreted.
• Suppose an applicant’s past has been deemed a risk by an employer.

Instead of potentially losing great candidates due to their lack of knowledge about employment background screening, look for opportunities to clear up candidate concerns and provide them with the information they require to confidently approach your screening process. Make it easier for candidates to understand the background check process by following these steps.

Anyone who has gone through a job search knows that surprises at the end of an interview process can be frustrating, especially if an offer appears to be in the works. The candidate experience can be negatively impacted if you introduce a slew of new interviewers or tell candidates about a background check process they didn’t know about late in the process. Candidates should be made aware of the fact that they will be subjected to a background check prior to being offered the job. Instead, be sure to make the steps of the process crystal clear up front to avoid any unpleasant surprises. Candidates will know what to expect and have plenty of time to ask questions.

It’s a good idea to educate candidates about the benefits of background checks, even if they think they’re just a formality. A great way to show candidates that you’re not just doing a background check and verifying their credentials is by conducting a background check. Customers and visitors alike are also being protected by your efforts.

As part of a well-run hiring process, make sure to include the many reasons you rely on background checks, such as:

• Building a workforce that all employees can be proud of is essential.
• To aid in the creation of a drug-free workplace environment..
  ensuring that new hires are equipped with the necessary qualifications
• As an example, in the healthcare industry, there are screening requirements that must be met

To ensure a thorough background check, applicants must understand that no means will be spared to delve into every aspect of their past. To dispel this misconception, make it known to potential employees that your company uses a background check provider that complies with all applicable federal and state laws. So, for example, you can be sure candidates are aware of their legal rights and how their background information is obtained and used if you work with an organization that assists in adhering to the Fair Credit Reporting Act (FCRA).

For this reason, it’s important to dispel any misunderstandings prospective employees may have about the scope of a background check and what information will be excluded. For example, if your company checks criminal, educational, and employment history, but not social media activity or activity beyond the last seven years, inform candidates.

One more area that needs clarification is drug testing. Candidates may need more clarity about which drugs you include in your drug screening program and which you don’t, whether that’s marijuana or another drug, given the recent addition of new marijuana legislation in many states.

The last thing you need in today’s competitive job market is a lengthy or cumbersome background check process that deters potential employees. To avoid this, make it clear to candidates what the background check process entails and when they can expect it to be completed.

Using this example, you can provide the following background screening data:

• After candidates submit their disclosure and authorization forms, how long does the background screening process take?
• The length of time it takes to schedule a drug test and receive the results.
• For how long must applicants review their background check report and provide new information in the event of a dispute?

Background checks can now be automated, making it much easier for job candidates to provide the personal information required to complete the screening process in the first place. Screening providers that offer customizable, proprietary screening technology can help improve the candidate experience rather than wasting time sending candidates’ forms back and forth over email.  Candidates can save time by utilizing screening technology, which reduces the number of emails and voicemails they receive from your talent acquisition team. You can get one step closer to hiring and onboarding by speeding up the time it takes for job candidates to complete background checks and drug screenings.

You may already have clear policies and processes in place for running your background screening program, but you can probably improve the process for both candidates and your employees.
Even the most effective background screening programs can benefit from a fresh look and periodic injections of new best practices, after.

Background checks are an ever-evolving part of your hiring process because of technological advances and shifting compliance requirements. Maintaining the health of your screening program can be done by re-evaluating your current practices and looking for new ways to improve efficiency, compliance, and better experiences for your potential hires. In order to conduct background checks on future employees, contact AO Services today!