Excerpt- Do you want to bring out your inner Sherlock Holmes while recruiting a candidate? We’ve got just the guide for you to help you conduct background checks like a pro. 

As a recruiter, conducting a background check is like playing detective, but without the stylish trench coat and mysterious aura. But hey, who needs a fancy outfit when you can uncover essential information that could make or break your hiring decision?

Now, why are background checks important, you ask? Imagine hiring a gourmet chef for your restaurant only to find out later that their “Michelin Star” was actually a “Michelin tire” they once changed. 

So, let’s understand what is a background check is and how you can conduct them effectively. 

Step 1: Understand What You’re Looking For

Before you begin your background check, understand what you’re searching for. Do you need to confirm a candidate’s education credentials, employment history, criminal records, or all three? It’s like going grocery shopping – you need to know what you’re looking for, or you’ll end up aimlessly wandering the aisles.

Step 2: Get Written Consent

Obtaining the candidate’s written consent before conducting a background check is not just a good practice; it’s legally required. It’s a bit like asking permission to raid someone’s personal life and that is why while delving into their past, you need the candidate’s permission.

Step 3: Choose the Right Background Check Provider

Not all background check providers are created equal. Some may offer a comprehensive check while others might cover only specific areas. Choosing the right provider is like picking the right avocado – it might take some time, but it’s worth it. You may choose a hiring platform that allows you to conduct background checks with ease. 

Step 4: Review the Information Carefully

Once you receive the background check report, review it carefully. Make sure you understand the context and implications of any potential red flags. Remember, everyone has some skeletons in their closet. Yours might be an embarrassing karaoke performance, while theirs could be a missed credit card payment.

Step 5: Give the Candidate a Chance to Explain

If you do find a potential red flag, give the candidate a chance to explain. There could be a logical explanation or even a mistake in the report. Jumping to conclusions too quickly might cost you a potential star employee – and we all know those are as rare as a fully charged phone during a power outage.

Step 6: Make an Informed Decision

Finally, use the information gathered to make an informed decision. Do the findings significantly impact the candidate’s ability to perform the job? It’s like trying to figure out if pineapple really belongs on pizza – it’s a controversial decision that you have to make.

Conducting background checks effectively requires patience, diligence, and a sprinkle of humanity. After all, you’re delving into people’s pasts and making judgments that could impact their future. So, conduct your checks as if you were inspecting a ripening avocado – with care, attention, and a little bit of love.

Step 7: Regular Updates and Follow-ups

As time marches on, so do people’s lives and circumstances. It’s good practice to update background checks for existing employees, particularly those in sensitive positions. It’s like checking on your plants periodically – you want to make sure they’re still thriving and haven’t been invaded by any pesky insects. Regular checks ensure that your team remains reliable and trustworthy.

Step 8: Don’t Overstep Legal Boundaries

While it’s crucial to know who you’re hiring, there’s a fine line between conducting a thorough background check and infringing on personal privacy. Make sure to follow legal guidelines and respect candidates’ rights to privacy. Think of it as peeking into someone’s garden: you can admire the flowers, but don’t start digging up the soil without permission.

Step 9: Maintaining Records

Maintaining records of your background checks is as vital as conducting them. These records serve as proof of your due diligence and may be required for regulatory inspections or audits. It’s like keeping receipts for tax time – you hope you’ll never need them, but it’s better to be safe than sorry.

Step 10: Technology is Your Friend

Harness the power of technology for conducting efficient background checks. There’s a plethora of tools and software that streamline the process, saving you both time and effort. It’s like having a self-driving car: it gets you to your destination while you sit back and enjoy the ride.

Like any other skill, conducting effective background checks takes practice. Over time, you’ll refine your process, learn what to focus on, and become faster at making informed decisions. Just remember – while it’s important to ensure the person you’re hiring is who they say they are, it’s equally essential to foster a hiring environment that’s rooted in trust, respect, and fairness. After all, we all have chapters of our life we’re not particularly proud of, like that time we thought socks with sandals was a good fashion choice.

Remember, your mission is to hire the best talent, not to dig for dirt. Treat background checks as a tool for verification, not investigation. That way, you’ll foster a positive atmosphere that encourages honesty, trust, and openness.

With these steps in mind, you’re well on your way to becoming a maestro of background checks. Happy sleuthing, detective!

Author’s Bio

Recruit CRM is on a mission to help recruiters across the world streamline their recruiting process using our intuitive and easy-to-use cloud-based ATS + CRM software. Check out our latest ebook “101 recruiting power boosters to ace your hiring in 2023” for expert recruiting tips and advice.