Employers should use all the tools at their disposal when hiring.
No matter how regulated a company makes its hiring process, the human element will come into the decision process at some point. Assumptions can be made based on prejudices that a hiring manager may not even be aware they have. This can lead to a discriminatory lawsuit. Background checks allow employers the ability to infuse ethics back into the hiring process and keep integrity in the forefront.
We are a nation of second chances. Celebrities, professional athletes and even politicians have fallen from grace and gotten a second chance with the country cheering them on. But how willing are employers to give a second chance to someone with a criminal past?
Ban-the-Box and other similar movements have gained momentum and are meant to help those with a criminal past find employment. The goal is that ex-convicts who are qualified for a job will make it past the barriers that once kept them from even being considered. The hope is that this will make it easier for an ex-convict to gain employment and keep them from becoming a repeat offender.
Second chances are an important part of our society. However, it is still recommended that a company run a background check before a permanent hire is made. Companies need to have all of the pertinent criminal information on a job candidate to make an informed decision. Applicants with criminal records should be judged based on the severity of the offense, length of time since the infraction occurred and their way of life since. This information is crucial in determining if a second chance has been earned. Employers should take all factors into consideration before turning away a qualified applicant.
Know the Laws
Employers are increasingly finding themselves in a Catch-22 situation when screening potential employees. Screening a job candidate for a criminal history at the wrong point in the process can lead to a fine or a lawsuit. On the other hand, if a check is not done and something awful happens, i.e. an employee shooting, then the company may be held liable for not screening properly.
Many cities and states have made updates to laws regarding when criminal checks can be made during the hiring process. A knowledgeable background check company will be able to help determine if a company is staying FCRA compliant in the screening process.
Ignore Irrelevant Information
Background reports may contain inaccurate or out-of-date information. A reputable consumer reporting agency will ensure that the employer is receiving only the relevant data pertaining to the job applicant. Companies and business owners need to be sure that background inquiries are being performed properly. Using on-the-spot internet companies to perform these checks can result in misinformation and information that is not allowed to be used. These cheap imitators are not always FCRA compliant. This is not an area in which a company should try to cut corners as lawsuits are a prevalent part of our society.
Allow Applicant to Dispute Information
Performing a background check in the correct manner also affords the job-seeker the ability to know what is being reported about them and dispute incorrect reports. This allows them to have the court, or other entity correct these records so that the issue doesn’t happen again.
Make a Final Decision
Ultimately each hiring manager or business owner has the final say in who they hire. Having the right information in hand will allow for a fair and honest choice to be made when selecting a candidate.
If you’re responsible for hiring high-quality, reliable people, be sure you have the data to make an informed and ethical hiring decision. Contact Sentinel Background Checks, your source for accurate, thorough information.