More firms are making use of background checks as an element of the work process. They feel that so-doing adds a protective layer against litigation for discrimination or failure. They also seek out the background report to determine minute details of a person's resume that might not be readily available in paper form. This, in turn, should safeguard a firm's public image for due research while giving current staff the way that work mates are the proverbial 'real deal'.
Having recounted all that, corporations must be aware that background checks do have some disadvantages that should be meticulously considered before proceeding to make the choice to utilize them regularly. From a net result perspective, as an example, background checks do not come cheaply. If an employer wants a complete report it can run hundreds of dollars. Multiply that by having 3 to 4 top candidates, and you have just spent over $1,000 to hire one person. If you do basic background reports on all potential staff you're planning to interview, that cost goes up dramatically (costing about $25 for basic screening).
A second downside to these reports reduces down to straightforward human error. When info gets keyed into diverse computer systems, gaffes happen. A date or name can come up incorrectly or with misspelling. And thanks to the glories of bureaucracy, once the mistake is IN the system, getting it fixed can become extremely troublesome. Worse, at a peek and employer may not realize the report contains a mistake , and rely on flawed data in the hiring process.
Beyond this are the negative results that background checks have on potential staff. A very experienced prospective employee may choose to stop the interviewing procedure because they're offended. If an interviewee discovers the process of background checks is not completed the same way for each person seeking employment - that's a lawsuit waiting to happen. Court actions can also arise if an employer makes use of old information that truly does not apply to the prevailing job or circumstances. An example here might be someone that has a charge of disorderly conduct from university years because of a protest. This, in itself, isn't just cause to dismiss a prospective employee. Legally this is considered bigoted bias and the lack of significance to the interviewing procedure can expose you to a future court case.
There are several other downsides to background checks. For one, the employer must be certain to defend the interviewee'4s non-public info with due groundwork. Losing somebody's data leads to fines too. For another, if you are doing say 2 background checks on your top candidates and both come back with surprising negatives, you have to begin the search for an employee all over again (after waiting for the report results, which can take a week).
Having recounted all that, corporations must be aware that background checks do have some disadvantages that should be meticulously considered before proceeding to make the choice to utilize them regularly. From a net result perspective, as an example, background checks do not come cheaply. If an employer wants a complete report it can run hundreds of dollars. Multiply that by having 3 to 4 top candidates, and you have just spent over $1,000 to hire one person. If you do basic background reports on all potential staff you're planning to interview, that cost goes up dramatically (costing about $25 for basic screening).
A second downside to these reports reduces down to straightforward human error. When info gets keyed into diverse computer systems, gaffes happen. A date or name can come up incorrectly or with misspelling. And thanks to the glories of bureaucracy, once the mistake is IN the system, getting it fixed can become extremely troublesome. Worse, at a peek and employer may not realize the report contains a mistake , and rely on flawed data in the hiring process.
Beyond this are the negative results that background checks have on potential staff. A very experienced prospective employee may choose to stop the interviewing procedure because they're offended. If an interviewee discovers the process of background checks is not completed the same way for each person seeking employment - that's a lawsuit waiting to happen. Court actions can also arise if an employer makes use of old information that truly does not apply to the prevailing job or circumstances. An example here might be someone that has a charge of disorderly conduct from university years because of a protest. This, in itself, isn't just cause to dismiss a prospective employee. Legally this is considered bigoted bias and the lack of significance to the interviewing procedure can expose you to a future court case.
There are several other downsides to background checks. For one, the employer must be certain to defend the interviewee'4s non-public info with due groundwork. Losing somebody's data leads to fines too. For another, if you are doing say 2 background checks on your top candidates and both come back with surprising negatives, you have to begin the search for an employee all over again (after waiting for the report results, which can take a week).
About the Author:
Pat Cann is the owner of MyVerifax.com, a website that talks about the advantages of personal background checks for job applications.
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