Tips for How to Properly Use Background Checks

Every employer has steps and methods for assessing candidates before they make the final hiring decision. The issue is that many employers fail to use assessments properly and sometimes don’t realize or recognize when they’re discriminating. Because of this concern, it’s important that employers understand why they should use background checks and how they need to be assessed in regards to screening candidates.

First employers need to understand that not all crimes are equal so you need defined criteria that allow you to effectively measure the relevance of an applicant’s criminal history which directly relates to the position.

Review your job description for the position you need to fill. Based on the nature of the position, the type of access and the responsibilities, what could pose a threat should an applicant have a criminal offense on the background check you ran?

Examples of why this would be important:

1.) You need a delivery driver so you do not want to hire someone who could pose great danger to your customers or themselves. You run a background check and find a record on the applicant for a recent conviction for driving under the influence. This would provide you with enough information to make an educated and honest decision to choose not to hire this individual.
2.) You need a bank teller position filled so you definitely need someone who can handle money responsibly that you can trust. You run a background check and find a record on the applicant for a conviction of forgery, theft or embezzlement. This would provide you with enough information to make an educated and honest decision to choose not to hire this individual even if they had the appropriate skills.

You have to decide when you need a position filled if running a background check is even necessary. If you can place just about anyone without much comprise to security, trust or safety then make sure you do not discriminate against applicants for criminal records that really do not directly relate to the position. You can find yourself in a lawsuit very quickly if you fail to have direct and reasonable evidence that supports your reasoning behind failing to hire an individual to their criminal background.