Bharat SainiLast Updated on May 20, 2021 by Bharat Saini
You have a lot of decisions to make if you are trying to hire someone for an open position. After all, this is going to play an important role in the future of your company. Therefore, you have to make sure you get this decision correct. You are going to take a close look at everyone’s applications, examining their prior experience and educational background. Then, you also need to take a look at someone’s personal history as well. After all, you want to make sure your company, your employees, and your clients are safe. What are examples of background checks you need to do?
Always Do a Thorough Criminal Background Check on Every Candidate
First, you should make sure you do a thorough criminal background check on every candidate, including fingerprinting background checks. You never know what types of issues you might uncover. Even if someone has been charged with a crime that is later dismissed, this could play a role in your decision to hire someone. If you have questions or concerns about how to collect the right information regarding a criminal background check, there are professional services that will do this for you. Importantly, not everyone who has something on their criminal record is necessarily a bad person. On the other hand, if the crime is related to the job that person might be performing for your company, this could be something you want to consider before you decide to hire that individual.
Do Not Overlook the Importance of Doing a Civil Background Check as Well
After you have conducted a criminal background check, you also need to conduct a civil background check as well. Even though civil cases are usually not as serious as criminal matters, there are some civil issues that could be incredibly serious. For example, someone who assaults or injures someone else could be sued for damages. Furthermore, if you are trying to hire someone for an open position for your company, you want to make sure that person has not been involved in any civil issues related to the position they might be filling that your business. If you have questions about how to interpret the information you uncover following a civil background check, you should reach out to a professional for help.
A Driving Records Check Could Be Important for Your Candidate
There are plenty of other background checks you should do as well. For example, if you are going to hire someone to drive commercial vehicles for your company, you want to make sure that person has a clean driving record. In general, driving records go back approximately three years. On the other hand, if you want to collect more information, you may be able to dig deeper with the help of a professional service. Before you place someone behind the wheel of one of your vehicles, you need to make sure they are a safe driver.
Check To See If There Are Any Sanctions Present
Finally, you should also do something called a sanctions check. Depending on the industry in which you operate, the person you hire might need to have some type of professional license. In some cases, the licensing board may decide to sanction somebody based on his or her prior history. If that person has been sanctioned, you may not be able to hire that individual at all. Even though not all Industries are going to have a professional licensing board, this is something you need to know about before you decide to hire someone for certain positions.
Screen Each Applicant Thoroughly Before Making a Decision
Ultimately, there are a lot of moving parts involved when you are trying to hire someone for an open position at your company. Because this is an incredibly important decision, you have to make sure you screen every applicant thoroughly. There are numerous background checks you should perform when you are trying to find the right person for the job. Then, you need to compare that person’s personal history against his or her experience and educational background. If you put all of this information together, you should be able to hire the right person for the job.
