Having an employee background check policy is becoming a necessary evil
in today's workplace. When arriving at personnel; decisions including
promotion, retention, reassignment and hiring, employers at times want
to take into account the backgrounds of their employees and their
applicants. For instance, there are some employers who may want to find
out and know more about the individual’s work history, criminal record,
education, medical history, financial history or even history on using
The employee background check policy has been effected by many employers to ensure that they are getting the right people for the job. Apart from certain restrictions that are related to genetic and medical information, it is not illegal for an employer to enforce an employee background check policy on the employee to know more about his or her background.
However, it is important to note that any time you use an employee’s or applicant’s background information to make certain business decisions irrespective of how you received the information, you must always be in compliance with all the federal laws. Information discovered through background checks should be solely used for purposes of evaluating an individual’s suitability for getting employment. The information acquired should not be used to discriminate against a finalist based on color, race, gender, religion, sexual orientation, age, disability or marital status. Here are some background checks that an organization may have its applicants or employees go through.
Including a Security History Check in Your Employee Background Check Policy
is one background check that many organizations and companies require
before hiring any new people into their workforce. This background check
is aimed at verifying that the employee or application finalist bears
no misdemeanor convictions or pleas or a felony that is an
acknowledgement of responsibility that has not been sealed or annulled.
This kind of verification will entail searching for pleas or convictions
which are acknowledgement of responsibility in the years preceding a
finalist’s application. The criminal pleas or convictions can
automatically exclude a finalist from being considered for employment
not unless there is a decision not to hire.
Employment History Check
If you are bringing a new employee into your current workforce, it is important to check his past employment history. However, most employers carry out this check to ascertain that the application finalist worked and has experience in all the positions cited by him or her in the cover letter or resume. This verification is quite sensitive because it should include the dates of the employment and reasons why the employee had to leave each of the positions.
Educational History Check
Employers who are hiring on the basis of educational merit will want to have this background check done. In most cases, it is used to verify that the application finalist bears all the relevant educational credentials listed by him or her in the application letter or resume.
The information acquired through the background checks is treated with utmost confidentiality and is only shared with individuals with an important business need to know. Many organizations will make hiring decisions based on the information gathered. If negative information is obtained during the background check, the organization should evaluate whether the information is job-related.
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