What Is Background Checking?
Employers Need to Check Backgrounds So that They know Who They're Hiring
Background checking is the process of authenticating the information supplied to a potential employer by a job applicant in his or her resume, application, and interviews. In most application processes, lying about background and credentials will keep the employer from hiring the applicant. Background checking ensures the employer that the candidate has the background and experience claimed.
Additionally, if it is determined at a later date through a background check, that an employee lied about credentials, qualifications, experience, education and so forth, the employer may fire the employee.
This assumes that the employee signed a statement attesting to the truth of his or her provided information as is the case on all job applications.
A lot of people have this idea that a background check is like you'd see in the movies, where someone goes through your trash and scours your Facebook page in order to dig up any little bit of dirt possible. But, that's not really how a professional background check is
What Background Checks Do Employers Do?
Common background checks include the employer checking these aspects of a candidate's credentials
- Verification of education and academic credentials: The company will check with the college or university from which you graduated to verify that you have the degree you said you have. Sometimes people caution you not to give dates for degrees as that can be a proxy for age.
That's generally a good idea on your résumé, but not necessary on a job application, which is what most companies use for the background check. They need the date to verify the degrees. Additionally, if you've changed your name since graduating, you'll need to provide your former name. Don't panic about this. It's super common, especially for women.
- Verification of prior employment including position, longevity, salary, and job performance, sometimes tracing back ten years or to the three prior positions. There are two types of reference checks. The first is simply an employment verification.
This is either done through a phone call to your former company's HR department where they say, “Did John Doe work for you as a Senior Technical Analyst from 2009-2012?” and the person says “yes” or “no.”
Some companies will volunteer more information and others will simply verify. Other reference checkers prefer to verify your previous employment by looking at your W2s or other tax records. That's the easy part, and as long as you've been truthful, all is well.
- Discussions with business, professional, and personal references and verification of letters of recommendation. The other half of the reference check is speaking with your former bosses and (sometimes) coworkers.
Many people believe that you have to give permission for someone to contact your boss. This is false. Many people also believe that your boss can't do anything other than verifying employment. This is also false. As long as everything the references say is true, they may speak about your work.
- Drug screens and occasionally, physical exams: Some jobs require drug screens and others require that the employee passes a physical exam. Employers need to ensure that they are fair and that they do not discriminate if they require drug screens which in an average office or plant work environment, I don't recommend. The need for physical exams should link directly to the nature and contents of the job. In most jobs, a physical should not be required.
- Testing to confirm skills and knowledge. Depending on the job, some employers require testing to confirm skills. An example is a customer service position that must handle customer service by email. A candidate may find he has to produce a sample email in response to a customer complaint.
Other jobs have required, for example, a senior manager to make a presentation about how she'd approach increasing sales. Applicants for an HR recruiter position might have to produce a recruiting improvement plan. The employer is ensuring that the candidate has the promised knowledge and skills.
- An internet search, on the candidate's name, especially at Google.com to confirm an individual's claims about their jobs, performance, awards, and more. This isn't generally a part of an official background check and is usually carried out before an interview. The recruiter or hiring manager simply searches the internet for information about you. There's a lot of controversy over whether or not people should use the information they find out this way in their decision.
- Criminal background checks for convictions. Note, that this is convictions, not arrests. The Equal Opportunity Employment Commission (EEOC) says specifically, “[A]n individual's arrest record standing alone may not be used by an employer to take a negative employment action (e.g., not hiring, firing or suspending an applicant or employee).” So, an official background check done by a professional firm, won't even show that you have charges against you unless they morphed into a conviction.
- Especially for accounting and finance professionals, credit checks. If a job is involved in security or the handling of money a credit check is likely. You do have to sign a document allowing them to check your credit, so if that hasn't happened, you don't need to worry about it. Additionally, the EEOC strongly cautions against the over-use of credit checks because Blacks and Hispanics tend to have lower credit scores.
Background checking is usually conducted by Human Resources professionals, but occasionally, the supervisor of the position being filled assists, especially with reference background checking.
Additionally, background checking of people who are candidates for the same job should be the same. A clear connection should exist between the background checks conducted and the requirements of the job or of basic employment.
Article contributed to by Suzanne Lucas.