An employee background check involves reviewing a potential candidate's personal, criminal, social, employment, and financial records. Besides providing a productivity opportunity, each new hire represents a business risk. An employee background check should include driving, credit, and court records. It has work history, vehicle registration, compensation, court records, bankruptcy, references, medical records, drug test results, property ownership, sex offender details, and military records.

Conducting pre-employment checks ensures a safer work environment, helps you get quality hires, and lowers turnover rates. Based on your industry, you may be required to conduct background checks, assisting with compliance. Below are tips for performing an employee background check.

1. Consider online background checks

You can instantly conduct online background checks using search services such as Triton Canada. These search services give you access to employment background checks, arrest records, addresses, criminal records, related court documents, known aliases, and actual age. If you perform a public arrest records search, you can determine whether the employee is a former inmate, a sex offender, and a felon. This solution is convenient and time-saving.

2. Create a background check policy

A background check policy details your screening program information to apply across your organization consistently. It should consist of the types of background checks to conduct and on who. For example, you can run credit checks for positions that handle money. When the checks will be conducted and how they'll affect employment decisions. With a written background policy, you can prevent discrimination, ensure fairness and transparency in the process, and avoid enforcement and litigation from federal agencies.

3. Beware of the laws governing background checks

Background checks are controlled by the state, federal, and local laws and regulations. Failure to comply may result in lawsuits, costly fines, and settlements. According to the Fair Credit Reporting Act (FCRA), employers should inform candidates in writing that a background check will be conducted for employment purposes and have them sign the consent form.

Employers must also adhere to the three-step adverse action process when they intend to use the background check results to make unfavorable decisions. The ban-the-box regulations also require a background check to be delayed until after a conditional offer is made or after the first interview. However, these laws vary by state.

4. Choose a background check company

Every company is different, so choose a background check service that best suits your screening and hiring needs. The ideal service for your company should depend on your business size, hiring volume, HR team size, background screening policy, budget, and in-house counsel. The features to consider when choosing a background check company include built-in compliance, integrated adverse action workflows, individualized assessments, flexible packages, integrations, and a good candidate experience.

5. Seek legal advice and check with the insurance company

Before conducting an employee background check, it's essential to contact a legal expert for advice on how to go about it and help you comply with the set rules and regulations depending on your state. Additionally, talk to your insurance company about your liability plan in case of any eventualities.

Endnote

When conducting pre-employment background checks, have a policy in place, consider a third-party background check solution, only consider the relevant information, and talk about the findings with the candidate. Consider saving the results for up to a year.