When it comes to hiring new employees, employers must take into account the results of a background check. In the letter of rejection, employers must explain the reasons for the rejection, the candidate's right to contest any inaccurate information, and the option they have to request a new copy of the background check within 60 days. But what happens if the background check reveals unexpected information about your candidate? Can you still submit a job offer? Let's take a closer look at common issues that can arise from a background check and the five steps that can help you make an informed decision. A recent report by Veremark, an international human resources company specializing in background checks and candidate screening, reveals the most frequent discrepancies that emerged when conducting online background checks on potential employees last year. Background checks range from verifying academic performance, which confirms that a candidate actually graduated from the university or college they claim to have attended, to verifying “conflicts of interest”, which considers whether any existing business partnership between a candidate could be problematic. Whether it's due to a previous criminal offense that can't be revealed in a DBS check or a negative job reference from a former line manager, your new job may depend solely on your background check.
For instance, national identity checks were the sixth most frequent carried out last year, as employers sought to verify that a candidate had the right to work in a given country. When it comes to making an informed decision about hiring someone based on their background check results, there are five steps employers should take. Firstly, employers should review all of the information provided in the background check and make sure it is accurate. Secondly, employers should consider any mitigating factors that may have contributed to any discrepancies found in the background check. Thirdly, employers should consider any relevant laws or regulations that may apply to their hiring decision.
Fourthly, employers should consult with legal counsel if necessary. Finally, employers should document their decision-making process and keep records of all communications with the candidate. By following these five steps, employers can make an informed decision about whether or not to hire someone based on their background check results. While it is important to consider all of the information provided in the background check, employers should also take into account any mitigating factors and relevant laws or regulations that may apply.
