Background Screenings

That’s a common saying that’s been around for many generations. In terms of hiring, it means something very unique. When it comes to selecting the best candidates to work for your business, going deeper than just face value should be a routine practice.

A background check should include all of these elements:

1. Work history and educational verification prior to interviews taking place.
2. Drug test conducted by a third-party administrator before a formal job offer made.
3. Criminal background check to include the required level of clearance. (civilian vs. government)

Employers today have the right to learn more about the candidates they are about to commit to a legal relationship with. They also have the right to ensure that a potential new hire does not have anything lurking in their past that could potentially harm the business or create a safety hazard for clients and other employees. Conducting background checks are not just an option anymore – they are a necessary part of being a responsible Human Capital Management consulting firm who wants to provide the very best candidate to each client every time.

According to figures by the Justice Department Bureau of Justice Statistic Workplace Violence, from 1993-2009, as many as 572,000 non-fatal crimes occurred in the American workplace in a single year. These figures are staggering considering a majority of the victims who’s assailants were other employees and acquaintances. Yet, in many of these cases, the violence could have been prevented simply by conducting background checks to determine if any potential new hires had criminal records or other factors that would create a dangerous work environment.

Background screenings should always be a required part of the recruitment process and can be a valuable tool for selecting the right candidate fit every time. When used consistently, this simple step can eliminate many future problems for the company.