Pre-Employment Background Checks For Small Businesses


Pre-Employment Background Checks

We know that if the character is lost, everything is lost. So, before hiring any person as an employee into the firm, it is mandatory to perform a background check to make sure that there will be no loss of merchandise, money or delicate information of the organization. If you go through the procedure of the Criminal Record Checks Canada does, you will be amazed at their detailing. www.huffingtonpost.com/entry/background-checks-all-that-you-need-to-know-on-its_us_5a218845e4b0545e64bf9298 link enhances the importance of background checks.

Let us now know the records that are to be checked for sure during the background scanning process.

Military records:
Detailed service records cannot be viewed without the permission of the applicant, but some information is accessible without the consent of the job seeker. According to the U.S. administration of small businesses we can know:
The rank of the person
Salary
Duty status
Awards Won
Duty assignments.
This information is often enough to know the credentials of the job applicant.

Workers’ compensation records:
Workers’ compensation records are public and can be procured easily. However, this information is sensitive and should be used only to know the seriousness of the injury of the job seeker. The type of injury and imparity if any can affect the company as the person may or may not be suitable for the role/designation offered. If not, the person can be appointed, but this information should not be discussed with the job seeker who is an employee of the firm now.

School records:
It is essential to know the behavior and conduct of a person during his/her childhood as it can decide the mentality of the person shortly. The childhood shapes a person, and the childhood records of the person will play a significant role in determining whether he/she is apt for the position offered. Federal family educational rights and privacy act states that the copies of college and pre-college degrees cannot be obtained without the permission of the candidate. So, it is better to approach the candidate directly and ask him/her to provide the information. Assurance has to be given that the information will be kept secure.

Criminal records:
Nowadays it has become mandatory to perform police verification before the employment of a person. The police department will then give a no objection certificate. The verification process and report submission must take place in the presence of an attorney. Criminal history investigation is the most crucial step as the person you might want to hire has to deal with the money and trade secrets of the company.

Credit check:
Bankruptcy and bad loans are not good omens, aren’t they? If a person cannot manage his/her finances, then how can we expect them to follow the budget of the company? TransUnion, Equifax, and Experian provide bankruptcy reports. Federal bankruptcy Act says that you cannot bar a person because of his/her bankruptcy. In case the company rejects a candidate on this basis, the employer should enclose the report in the rejection letter.

Background checks are vital before recruiting a person for your firm, not to regret later.

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