Employment Background Check Strategy

  Your workforce is the lifeblood of your company. You need qualified, trustworthy employees in order to hit your business goals- but building a high-quality team is no easy feat. More than half ( 56%) of the people in a recent survey. Lied on their resume, mostly around work experience, education, skills and job duties. While a small fabrication may not be a big deal in some industries it could be downright dangerous and irresponsible in others. Candidate omission can be just bad-if not worse- than simple stretching the truth. For instance someone with a recent history of violence may not be forthcoming about their past. An incident in the workplace could put customers and other employees in danger which could lead to negligent hiring lawsuits and permanent damage to the company reputation.

  It's a best practice to implement background screening across your entire organization, but tailor the employment screening packages by position. For example you may wish to require credit checks for positions that manage money and driving record checks for positions that involve operating motor vehicles. Your background check policy should specify what types of information you will consider in employment decisions. It's considered a best practice to take into account the nature of the position sought the nature of the crime and the amount of time since the conviction occurred.

  Identifying bad employees involves watching for chronic patterns of low performance, lack of accountability, poor attendance, and a negative attitude that impact team morale. key warning signs include missed deadlines, constant complaining, resisting feedback, and shifting blame. These behavior often signal disengagement, misalignment with the role, or toxic behavior.