{"id":10656,"date":"2017-12-04T07:00:50","date_gmt":"2017-12-04T15:00:50","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10656"},"modified":"2017-11-10T15:35:08","modified_gmt":"2017-11-10T23:35:08","slug":"criminal-background-checks-employers-recruiters-know","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/criminal-background-checks-employers-recruiters-know\/","title":{"rendered":"Criminal Background Checks: What Employers And Recruiters Should Know"},"content":{"rendered":"

Editor\u2019s Note:\u00a0<\/strong>This is a guest post by\u00a0Laura Greene – Content Manager with TrustedEmployees.\u00a0Her opinions are her own.<\/i><\/em><\/p>\n

Are you a good judge of character? Are you good enough<\/em>?<\/p>\n

Doubting yourself may not be a sign of weakness. It can actually help you and your business survive.<\/p>\n

Unfortunately, people lie<\/a>. And your interview skills may not be enough to get them to tell the truth. Even if you\u2019re a seasoned recruiter applicants can mislead you. So rather than trusting yourself it\u2019s smarter to use criminal background checks to vet and hire new employees.<\/p>\n

Luckily facts don\u2019t lie.\u00a0Criminal background checks\u00a0show you what type of people have applied for your position. But don\u2019t let the process daunt you. View it as a helpful tool to make the best possible recruitment decisions. Here are some guidelines to help you.<\/p>\n

1. Know the law<\/strong><\/h2>\n

You can\u2019t simply jump in and do a background search. People have rights that protect them and you.<\/p>\n

Here\u2019s what you need to know.<\/p>\n

Know the Law Requires it:\u00a0<\/strong>Yes, certain positions make criminal background checks compulsory. Will the employee handle people\u2019s personal information? Is the position connected to the healthcare, financial, or insurance industries? Avail yourself of the legal requirements if you operate in these fields.<\/p>\n

Ask permission:\u00a0<\/strong>Anyone you investigate must first give you permission in writing. This agreement is to protect you and the potential employee. You\u2019re not allowed to use the information to discriminate against the person or misuse the information. This is an excellent way of communicating your business\u2019 values. That\u2019s how this process benefits you in the long run. Anyone working for you will know what matters to you.<\/p>\n

Make Provision for Changes:\u00a0<\/strong>The laws regarding criminal background checks change consistently:<\/p>\n

    \n
  • The amount of information you\u2019re allowed access to may alter.<\/li>\n
  • What you must discuss with an applicant may change.<\/li>\n
  • If the court feels your enquiries are irrelevant you can be fined. Guidelines for this may change over time.<\/li>\n
  • Supplying the applicant with the report.<\/li>\n
  • Telling the applicant\u00a0which company performed the criminal background checks.<\/li>\n
  • Giving the applicant time to obtain a new report and dispute information.<\/li>\n
  • It\u2019s your responsibility to stay up to date on legislation.<\/li>\n<\/ul>\n

    Your responsibility goes beyond asking permission:\u00a0<\/strong>You also have to discuss the outcome with the applicant. This is especially relevant when you base your final decision on a certain report. Criminal background checks are all about finding honest, reasonable employees. It\u2019s only fair that they\u2019re handled in a judicious manner.<\/p>\n

    Keeping and Disposing of Information:\u00a0<\/strong>Did you know you can\u2019t simply throw unwanted resumes in the trash? You\u2019re expected to keep all employee information for certain periods. This includes applications and the criminal background checks you obtain. If the report forms part of a dispute archive it until after the issue is settled. Make sure you dispose of information properly. You owe any applicant the respect of keeping personal information private.<\/p>\n

    2. It\u2019s not about you<\/strong><\/h2>\n

    If you\u2019re still doubtful whether these checks are necessary, you\u2019re not seeing the whole picture. Criminal background checks are essential for your business\u2019 future.<\/p>\n

    Your employees determine whether your business succeeds. Even one discredited person can ruin your business\u2019 reputation.<\/p>\n

    This is important for recruiters too. If you recommend a candidate with a criminal background you\u2019ll be in disrepute yourself.<\/p>\n

    Criminal acts are not limited to business premises:<\/p>\n

      \n
    • Employees can steal from suppliers<\/li>\n
    • Employees can lie to clients<\/li>\n
    • Scams<\/li>\n
    • Fraud<\/li>\n
    • Dangerous situations<\/li>\n
    • Burglaries of personal items<\/li>\n
    • Through identity theft, they can become the scapegoats for criminals\u2019 activities<\/li>\n
    • Employees who feel safe are more productive.<\/li>\n
    • Let workers realize the value you place on honesty. They\u2019ll be careful not to act outside the law in their personal capacity or on behalf of the business.<\/li>\n
    • What type of information is relevant to the position? Positions related to money require information about fraud.<\/li>\n
    • Do you see any red flags in applications? You may not have the funds or time to do thorough searches. But small details during a first interview can help you identify problem areas. When someone does a lot of global travelling you should check for problems internationally.<\/li>\n
    • Feedback\u2014aside from facts\u2014can also serve you well. Investigate someone\u2019s character, personality and reputation. Recruiters can contact previous employers for this. No this isn\u2019t proven or factual. But you can use it as red flags to guide further investigations.<\/li>\n
    • Local criminal activity. Look in areas the applicant lived. But what if the person lied about his or her movements?<\/li>\n
    • This is the way a general background check is also necessary. Confirm personal and contact details so your search is founded on accurate information.<\/li>\n
    • Research nationwide or international criminal activity. The internet and technology mean fraudulent activities can happen on a global level:<\/li>\n
    • It\u2019s not only about money. What about violent individuals and sex offenders? This knowledge helps you create safe working environments.<\/li>\n
    • Government records are often outdated.<\/li>\n
    • Information can be faulty because of human error.<\/li>\n
    • Certain criminal reports are only held for five or seven years. You won\u2019t have an accurate assessment of the person before this time.<\/li>\n
    • He or she has a legal right to know what it says. Countering some facts may bring the truth to light if a report is faulty.<\/li>\n
    • Allow the person to explain and give reasons. This can teach you about someone\u2019s true character.<\/li>\n<\/ul>\n

      A proper check reduces the odds of this happening. Hiring people with a spotless background is a necessary safeguard for your business.<\/p>\n

      But it\u2019s also about your other employees. Do you want to put them at risk?\u00a0As an employer, it\u2019s your responsibility to keep your personnel safe.<\/p>\n

      3. What information is available?<\/strong><\/h2>\n

      Do you know what you\u2019re looking for?<\/p>\n

      What do You Need?\u00a0<\/strong>Criminal background checks can contain many topics. Do some research to make sure your reports are dynamic for your specific purpose. Remember the applicant must be aware of the type of investigation you launch.<\/p>\n

      Each area of investigation will require more time and expenses. If you\u2019re filling a high profile position this is a worthwhile investment.<\/p>\n

      You can obtain information about:<\/p>\n

        \n
      • Tax evasion<\/li>\n
      • Immigration violations<\/li>\n
      • Crime outside native country<\/li>\n<\/ul>\n

        4. Information may be limited<\/strong><\/h2>\n

        No system is foolproof. Your report may be inadequate. This is why you need professionals. Their expertise and cross-checking will prevent some inaccuracies.<\/p>\n

        But you can\u2019t judge someone based purely on a report. Follow sensible guidelines when you receive the information.<\/p>\n

        5. The consequences of the information<\/strong><\/h2>\n

        Do you know your\u2014and the applicant\u2019s\u2014rights regarding these reports?<\/p>\n

        Your information helps you make informed decisions. But what if you learn information that\u2019s upsetting? You may realize someone is\u2014or was\u2014a violent criminal. You can\u2019t make this information public or act upon it except for employment purposes.<\/p>\n

        Don\u2019t use the reports to attack people. It\u2019s more effective when used as a foundation for discussions.<\/p>\n

        Share the report with an applicant. This serves two purposes: You can see facts serve many purposes.<\/p>\n

        Can you use criminal background checks to benefit a recruiting process optimally? You can\u2019t risk employing someone without one. But its wealth of information will only benefit you if you take the time to use the information correctly.<\/p>\n","protected":false},"excerpt":{"rendered":"

        Unfortunately, some candidates lie. And your interview skills may not be enough to get them to tell the truth. Criminal background checks\u00a0can reveal what type of people have applied for your position.<\/p>\n","protected":false},"author":291,"featured_media":10658,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[73,21,74],"tags":[],"yoast_head":"\nCriminal Background Checks: What Employers And Recruiters Should Know<\/title>\n<meta name=\"description\" content=\"Some candidates lie. Your interview skills may not be enough to get them to tell the truth. 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