As an employer, ensuring that a company runs efficiently starts with the interview process, and performing detailed background screenings on applicants can protect the safety and legitimacy of the workplace, as well as prevent the loss of thousands of dollars in case of a lawsuit.
"A comprehensive background check can provide employers with information about an applicant’s driving records, past employers, criminal history, and medical background," wrote Resource Nation, a business strategy firm. "However, it is important that employers only use this information for employment purposes." To start, an employer must find a trustworthy background screening agency that specializes in pre-employment checks. Choosing a screening company involves knowing exactly what the employer wants to screen for. For example, a health department may require that all its applicants are to be non-drug users and have no medical history of drug use, which would be screened by an agency. As a general rule, the news source suggests not to hire companies that offer free screenings because these may be scams in which the website or agency is attempting to obtain personal information for fraudulent use. Laws may vary from state to state, so employers must be sure they understand the types of screening that are allowed to be performed on applicants. Some states, for instance, may not allow employers to screen the credit card history of an applicant for specific jobs. While this information may very well depict the value of an applicant's work history, it doesn't necessarily reveal how they work today. Some types of background checks may be unnecessary for employees of a certain trade. A company hiring a driver could overlook that an applicant had a poor grade point average in college if they show a pristine driving record. Assessing the importance of specific background details ensures the applicant is being judged for the right reasons. Background checks are primarily implemented for internal security. A company performs them to protect itself from lawsuits pertaining to negligence. Many applicants may view the application process as simple and straightforward. Plainly filling out personal details on documents, such as name, birth date and previous work experience might seem like basic identification authorization standards, but employers rely on this information to enforce a broader plan: To maintain reputability of the organization's name and avoid hiring individuals that may threaten the office environment.