Background investigations and reference checks are a great way to ensure that a new employee will be the right fit for your company. They can help you avoid hiring a person with a criminal record, a history of dishonesty, violence, and theft, and they can also help you avoid paying a high cost-per-hire.
Prevent workplace accidents, violence, and thefts
Regarding the subject of work and safety, there is much more to it than just work. Aside from a healthy dose of common sense, employees should be encouraged to take advantage of opportunities to better themselves, i.e., a raise or promotion. But when it comes to workplace violence and accidents, the best defense is to be prepared. It pays to do background research on prospective employees and to have a good handle on their references. It will weed out the duds and keep your sanity intact.
Getting an employee to do the right thing is no small feat. Fortunately, there are several ways to do it. For example, you could employ a mobile application to track a prospective employee’s cell phone or have a trusted employee call their significant other. The latter, in particular, is the smartest choice. Keeping a ring of trusted hands atop a phone can be a pain, but it’s worth it in the end. Likewise, conducting reference checks is less fun than it sounds, but it is well worth the effort. And, if you don’t have to, you won’t be tempted to snoop around in your boss’s office.
There is a whole list of other ways to do it, from taking a stand to enlisting the services of an outside company. A well-executed plan is key to a safe, secure, and happy workplace.
Identify qualified applicants
A background investigation and reference check are great ways to ensure that the candidate you are hiring is qualified. It is an excellent way to learn more about the person, including their work experience, education, and character.
Typically, employers conducting background investigations and reference checksto verify the information provided by an applicant. The type of searches shown depends on the nature of the job. Some positions may require drug screening and physical exams, while others do not.
Before conducting a background investigation, an employer must know that it complies with all local and state employment laws. It includes obtaining written consent from previous employers before contacting them.
A background investigation and reference check can reveal important details about a potential employee, including their work ethic, morals, and ethics. It can also help employers weed out candidates not qualified for the position and avoid costly mistakes.
A criminal record check can confirm the nature of the candidate’s crimes and the number of offenses they have committed. In addition, a motor vehicle report can provide a thorough history of driving and insights into any DUIs or suspensions.
A credit check can also be conducted. It is significant for roles that handle the company’s finances or manage its budget.
Identify potential dishonesty and misrepresentation during the interview process
If you are considering hiring someone, you should conduct a background investigation to determine their character, reliability, and honesty. There are many ways to do this, including checking their references.
A well-constructed and well-executed pre-employment inquiry can protect you from making the wrong hire, short-circuiting profit drains, and identifying dishonesty in the employment process. To do this, it’s best to check out all the information a candidate provides on their application and document the investigation’s progress.
The best way to conduct a background check is to contact the applicant’s references and ask for a list of employers and a chronology of their employment. It would be best if you also considered conducting an independent background investigation on serious applicants. Many organizations would prefer to provide references.
During your investigation, you should also ask the right questions. Questions about the applicant’s racial and socioeconomic background may shed light on their likely behavior in the workplace.
Another critical task is to question gaps in an applicant’s employment history. A history of violence in the workplace is a red flag. Also, you should find out if the person has a criminal record.
One of the easiest ways to do this is with a good old-fashioned phone call. While email might be more convenient, it could be more personal communication and result in misleading or untrue responses.
Reduce cost-per-hire
To reduce cost-per-hire, hiring managers can choose to conduct a background investigation on a potential employee. It is an essential part of the hiring process and can help prevent costly mistakes.
Background investigations can reveal criminal histories, school attendance records, and other relevant information. They can provide peace of mind and give you a sense of security as a hiring manager. However, conducting a background investigation can be time-consuming and expensive.
A written background check policy can minimize these costs. It can also make sure that your company’s processes are fair. Some laws restrict the types of information used in hiring decisions.
The average cost of a background check ranges from $20 to $100 per hire. More comprehensive investigations can increase these costs.
Background checks can help reduce the risks of hiring someone with a history of substance abuse or a criminal record. However, they can be time-consuming and can result in inaccurate results.
Reference checks can also help reduce cost-per-hire. They can uncover a candidate’s skills, qualities, and work ethic. Plus, they can save your company time.
Employers can also take advantage of technology to reduce cost-per-hire. For instance, many ATS platforms offer features that help improve the quality of candidates. Some offer pre-employment tests to help filter out weak candidates.
