Pre-employment screening is a crucial step for the HR to take. Compared to posting job ads and combing through numerous resumes, it takes a lot of time and a lot of effort. Pre-employment screening is a tiring and complicated step in the hiring process. However, nowadays, technology has given us the ability to make tasks easier. The labor to conduct pre-employment background check is made easier through the help of third party background check companies and background screening software like Emerge by Intelifi. But still, the Hiring personnel must have prior knowledge about pre-employment screening and must know these 5 things before proceeding to perform a pre-employment screening to the applicants:
- Treat Every Applicant Fairly- As an HR, you must not be biased to someone and discriminate any candidate on the basis of his race, religion, sex, color, disability, or national origin. Follow completely the Fair Credit Reporting Act (FCRA) guidelines when conducting a background check. Make decisions based on facts and information you have gathered to prevent discrimination issues.
- Don’t Forget to Inform the Applicant- In line with the FCRA, you are required to inform applicants that they are going to undergo a background check. All background check verification needs a written consent from the job applicant.
- Give a Copy of Background Check Report to the Candidate- You should give the applicants a copy of their right when conducting a background check under the Fair Reporting Act because it is instructed by the law to do so. This helps the candidates know completely about their rights and gives the opportunity to voice out any inaccuracies that is part of the report. Other than that, a copy of a background check report must also be provided, as well as a letter telling that adverse actions must be taken.
- Don’t Skip Federal Search- Federal crimes like fraud, kidnapping, bank robbery, embezzlement and more may not be reflected in the county, state, or national searches. Conducting a federal search is the best way to identify applicants involved in federal crimes.
- Discard Background Check Results Securely- It is demanded by law that you should discard securely all the background check results that you have received during the pre-employment screening. However, this must be done securely so that the information in the report cannot be misused, read or reconstructed. These reports can be shredded, pulverized, burned or suitably destroyed to prevent any misuse.
To know more regarding pre-employment screening and where you can get the best background check software, don’t forget to visit https://www.intelifi.com/technology/emerge/