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Background checks can be useful in different situations, but they have the same purpose – to verify the identity of a certain individual and make sure he or she is what they claim to be. The information that gets looked at during this procedure includes criminal records, among other things. However, a precaution is required as you don’t want to invade the person’s privacy. This might be confusing for some so it’s important to know what your limitations are in this regard. 

1.  The Reference and Background Checks are Not the Same Thing

Although contacting candidates’ references means diving into their past in a certain way, this action doesn’t fall under the background check umbrella. They are part of the pre-employment screening process, but they are based on the experiences others had with your candidate. During this procedure, you will talk to his or her former employers, coworkers, or customers and ask for their opinion about the weaknesses and strengths exhibited by your applicant.

Even though this can provide you with valuable insight when it comes to the skills and behavior of a certain individual, they are highly subjective. This means they cannot be verified. On the other hand, background checks encompass more technical data such as criminal and driving records. So, they represent a more trustworthy source and should be of higher value when making your decision.  

2.  Different Types of Background Checks

These verification procedures are done to secure the safety of the employers as well as those who are already working for the company. As stated by the experts at the , conducting this process in an adequate manner will let you appoint suitable people for certain types of roles. Although most firms concentrate on the criminal records of applicants, it wouldn’t be a bad idea to see a driving record, history of employment, and education, among other things. In the end, it’s up to employers to decide what’s important for them.          

3.  Social Media Assessments

Just like references, social media accounts can give you a more profound insight into the life of a certain person but they don’t qualify as a background check. The truth is that these verification procedures have become very popular among employers. However, you need to know that they cannot replace formal reviews.

If you base hiring someone on how they handle their social media accounts, you will not be able to deduct whether they have a criminal past or not. So, in the case they commit a crime at the office, you might be liable since you skipped on the proper background check. Also, this type of verification is not seen favorably by the Equal Employment Opportunity Commission as it can provide you with discriminatory information such as sexual orientation, religion, political affiliation, etc.

To get a job, some people will put false data in their resumes. For you to protect yourself and those working for your company, you need a strong vetting system that will be able to go through those lies. Proper background checks will help you with that and ensure you hire the candidate that will meet all your needs.