4 Common Background Check Misconceptions – Why You Shouldn’t Skip This Step

Background checks are a vital step during the hiring process. Conducting pre-employment background checks provides valuable insights you might not catch while screening applications or interviewing candidates.

 

According to a survey from HR.com, 96% of employers conduct at least one type of background check during their hiring process.

 

While everyone knows what background checks are, there might be some misconceptions you have that don’t necessarily meet the facts.

 

Let’s look at the 4 most common background checks misconceptions when it comes to conducting background checks.

 

All Background Checks are the Same

 

There are many different types of background checks employers can conduct depending on the nature of the job and organization.

 

For example, social media background checks  can give you a more personalized and comprehensive understanding of a candidate’s character, while driver’s abstracts provide a record of their driving history.

 

You don’t need to conduct every type of background check available (unless the role demands it), but you should choose the background checks that give you the information you need to make a smart hiring decision.

 

Only Big Companies Need Background Checks

 

If you’re a small business or agency, you might think that background checks don’t apply to you.

 

However, when you’re bringing someone onto the team, regardless of the size of your company, you want to ensure they have the qualifications to not only do their job well but are also reliable and trustworthy.

 

According to Monster, 85% of recruiters reported that candidates exaggerate skills and competencies on their resumes.

 

A quick background check can verify candidate information, so your small business doesn’t suffer the repercussions of a bad hire.

 

Red Flag Immediately Disqualify Candidates

 

Red flags are certainly concerning, especially if the offense is relevant to the job position, but you shouldn’t always automatically reject the candidate.

 

Candidates should be informed about their background check results and be allowed to discuss the findings and what it means for their application.

 

Note that it’s also important for the candidates to be informed of a background check and have consented.

 

An Online Search is Suffice to Replace a Background Check

 

While the internet can tell you a lot of information, it’s not the same as a background check. Chances are, you won’t be able to find any information about criminal records or driving history from someone’s social media account.

 

You can search a candidate’s social media and other profiles (within reason), but you should also conduct a comprehensive background check so you can thoroughly compare your candidates.

 

Remember, the cost of a bad hire is often more than the cost of screening employees.

 

Conducting background checks is easy with Triton Canada. We offer several background check solutions that can integrate directly into your HR system to provide the information you need in a centralized location.

 

Call us at 1-844-874-8667 or visit triton.clientwebdev.com for a free quote today.