According to the 2010 Employment Background Screening Survey, 96% of employers answered that they felt that the applicants understood why employee background checks were a part of the hiring process, and what effect they had on a potential position. However, many candidates fear that a background check will be performed improperly, are unaware of exactly what information is collected, or believe that having any negative history at all on their criminal record will automatically disqualify them from employment.

So, the question remains: How can your company dispel some of these concerns, and improve the overall experience for these job hopefuls? Well, transparency for one will go a long way. It’s important to outline the procedure and steps involved in your pre-employment screening practices as part of the application packet or otherwise. Be careful not to fill it with technical, legal jargon that can have an intimidating affect, but rather, make it as easy to read and understand as possible. Include what the background check will cover, the types of things that concern your particular organization, and what steps will be taken when adverse action is necessary. Remind interviewees that honesty and openness is valued, encourage candor, and allow applicants to explain themselves if, and when, you encounter questionable results.

In addition, employers need to:

• Follow the proper Fair Credit Reporting Act guidelines.
• Use the most up to date background screening forms (note that new forms are required beginning January 1, 2013).
• Comply with pre and post adverse action requirements when you choose to deny employment.
• Stay compliant and up to date on the EEOC guidelines.

Stay tuned for Part II!

References:

Fishman, Nick. “Preparing Your Candidates for an Employment Background Check”. 3 December 2012 IQ Blog. Retrieved 12 December 2012. <http://www.employeescreen.com/iqblog/preparing-your-candidates-for-an-employment-background-check/>

Photo Credit: Sarah Braun