Top Mistakes to Avoid When Performing Employee Background Checks.

All employers want to hire the best employees, however, recruiting is not a simple task, and it involves making informed decisions. This is where employee background checks play a very important role. Meticulously performed employee background checks help employers to verify past employment details, educational background, criminal background, the identity of the candidate, and more such critical details. Yet sometimes some employers fail to get the best out of such background checks. There are many reasons behind this and are primarily caused due to some grave mistakes committed by the employer themselves. For instance, some instead of performing digital background checks, stick to traditional background checks, which offer very limited scope to employers whether it is in terms of accuracy, or speed, and is a way to waste a lot of valuable resources. Similarly, many other mistakes are committed by employers when conducting #employeebackgroundchecks. If you are an employer who wants to avoid a #badhire at all costs, then you must avoid certain mistakes that are commonly committed when performing background checks. To help you navigate those mistakes, here we have discussed some of them for you to know, and be aware of.

Top Mistakes to Avoid When Performing Employee Background Checks

Take a look at all these mistakes, and the next time you hire candidates make sure that you avoid them.

 

Not conducting a comprehensive background check

One of the major mistakes that are committed by many employers is they ignore conducting a comprehensive background check. This implies they ignore conducting educational verification checks or address checks because they think that some of the checks would only mean just waste of time and money. However, in contrast to such beliefs, employers who perform a comprehensive background check can assess a candidate from multiple angles and can make a more judicious decision, which would help them in the long term. So, whether it is UAN verification, drug test, or criminal background verification, it would be wise for you to go ahead with all the checks.

 

Relying on social media for the complete verification process

Yes, it is understandable that social media offers great scope to obtain information about a candidate. However, it would be silly for any employers to rely on the candidate’s social media handles for a complete verification process. This is because generally candidates use social media casually, and they have the option to publish information that they want to and manipulate with the details. So, it definitely cannot be a reliable source for your background verification. Instead, employers should choose to get in touch with a professional candidate/employee background verification vendor such as #Digiverifier, and let it verify the candidate’s information against tamper-proof sources, and deliver you with correct information.

 

Not hiring a reliable vendor

If you think that background checking is a simple process, and your company can manage it without hiring a reliable background-checking vendor, then you should reconsider your viewpoint. This is because hiring a professional background checking company that performs digital background checks, can help you to eliminate many risks that can otherwise be challenging for you.

For instance, background verification tools like Digiverifier can help you to welcome the best candidates onboard. The many benefits that such tools offer are:

• Allow employers to perform various types of background checks
• Conduct verification against tamper-proof sources
• Provide complete and accurate background verification reports
• Conduct verification against both global and Indian databases
• Fast results

It may not be possible for you to meet such standards of verifications since it requires access to databases, and, much effort and time, which may not be a cost-effective option for you.

 

Not getting the candidate’s permission

One of the other important things as an employer or hiring manager you should do is to obtain permission from candidates before conducting a background check. This is simply one of the best practices you should follow to ensure that you are conducting background checks ethically. Background verification is not equal to spying, so it is your responsibility to inform the candidates in writing that they will be subjected to  verification processes

 

Other employee background checks mistakes you should not avoid

 

Other than the aforementioned mistakes here are some more pitfalls that an employer should avoid when conducting employee background checks.

 

• Make sure that you not only conduct verification against national databases but also ensure that the checks are conducted against global/international databases.
• Ensure that you verify information produced by all candidates, and do not leave out a few for whatsoever reason.
• Don’t make the mistake of conducting a lengthy background process, you can miss out on recruiting some of the most suitable candidates.
• Always be updated with the changes in compliance policies, or hire a background verification company that stays aware and updated with the same.

Conclusion

Mistakes in the employee background verification process take away its credibility, and the organization may have to deal with a lot of consequences. Thus, when you decide to perform background verification on employees, make sure you do it correctly, and eliminate the scope for error that can come in the way at least, which you are in control of to avoid. Plus, be diligent about the whole process, and prepare to steer clear of any risky situations. In this case, it would be wise for you to hire a professional background-checking platform that can offer comprehensive digital background checks. Digiverifier is one such digital background verification tools that can make the whole process simpler, faster, and accurate. For more information, get in touch with the team.