{"id":3686,"date":"2019-10-10T10:00:00","date_gmt":"2019-10-10T10:00:00","guid":{"rendered":"https:\/\/sonusbenefits.com\/a-simple-guide-to-employee-background-checks\/"},"modified":"2019-10-11T17:57:09","modified_gmt":"2019-10-11T17:57:09","slug":"a-simple-guide-to-employee-background-checks","status":"publish","type":"post","link":"https:\/\/sonusbenefits.com\/a-simple-guide-to-employee-background-checks\/","title":{"rendered":"A Simple Guide to Employee Background Checks"},"content":{"rendered":"

Employee background checks can be an important part of the hiring process<\/span>. Not only <\/span>do <\/span>they help you hire the right people, they also<\/span> play a role in<\/span> reduc<\/span>ing<\/span> organizational risk and <\/span>keeping your workplace safe. <\/span> <\/span><\/p>\n

T<\/span>here are many kinds of background checks available and many rules for conducting them correctly. If you’re looking to add an employee verification element into your hiring process, here are a few ways to maximize your return on investment<\/span>.<\/span> <\/span><\/p>\n

Stick with what’s relevant  <\/h3>\n

The kinds <\/span>of background <\/span>checks<\/span> an employer can conduct are wide ranging and include everything from credit checks, education, and driving records to social media, drug testing<\/span>,<\/span> and criminal history.<\/span> <\/span> <\/span><\/p>\n

To put each candidate through all possible background checks is both expensive and unnecessary. <\/span>Do you really need to know if your new accounting hire has a bad driving record or if your receptionist has a low credit score? <\/span>Probably not. <\/span> <\/span><\/p>\n

Evaluate each position and job description individually to determine what background checks are necessary and why, and then follow through with checks that make the most sense.<\/span> <\/span><\/p>\n

Know the law <\/h3>\n

B<\/span>ackground checks can be a good thing, but they also have the potential to go bad. If you’re unsure of how to conduct them correctly, you could end up creating more problems than you were hoping to solve. <\/span> <\/span><\/p>\n

Many states, including California, have passed laws regulating how to deal with criminal background checks. These laws are intended to help even the playing field for candidates<\/span>—<\/span> <\/span><\/p>\n

reducing discrimination during the hiring process and increasing workplace diversity. <\/span> <\/span><\/p>\n

Employers used to be able to screen out<\/span> applicants with any kind of criminal history by placing a simple check box on <\/span>a<\/span> job application<\/span> inquiring about criminal convictions<\/span>. This may sound like a good idea in theory, but <\/span>in reality<\/span>, “Do you have a criminal record?” isn’t always a<\/span>n easy question or a simple <\/span>answer. <\/span>It’s also not necessarily a <\/span>good indication of whether or not someone will be a good employee. <\/span> <\/span><\/p>\n

The Fair Chance Act and other “<\/span>Ban the Box<\/span><\/a>” laws are in full effect and require <\/span>employers to follow certain procedures. It’s important to know which laws apply to you and your candidates so you can make the most of your hiring practices while staying in compliance. <\/span> <\/span><\/p>\n

Do it the right way <\/h3>\n