What is the purpose of an employee background check?

An employee background check typically occurs during the recruitment process, where a company conducts a reference check on new candidates. The purpose is to investigate the applicant's job competencies and ethical conduct. During the job search, applicants often embellish their resumes to highlight their strengths, such as position, job content, years of experience, etc. Therefore, a third-party, impartial assessment is needed. Some positions require applicants to meet certain conditions due to the nature of the job. For example, jobs involving national security may require applicants to be citizens of the country. Similarly, for positions like procurement officers or accountants, an investigation into whether the applicant has a criminal record or negative history is necessary. Employee background checks serve not only to verify if an applicant is suitable for the job but also to protect the company itself.

When should employee background checks be conducted?

Typically, employee background checks are done after an applicant is confirmed for hiring, but before they start their position. The more important the role, the more extensive the background check will be. If the applicant is currently employed, the process includes verifying whether their resume is accurate and may involve contacting their former employer to verify work history, achievements, and personal integrity. The check may also include investigating whether the applicant has any criminal records. For example, one person shared an experience where they were asked to list detailed information about part-time jobs or internships, including their military service. Another person mentioned that a company once contacted a former employer from ten years ago for a background check. Of course, all such checks require the applicant's consent.

How should employee background checks be conducted? What methods are available?

As mentioned above, before conducting an employee background check, the applicant’s consent is necessary. Following this, the investigation process must comply with regulations. If the applicant refuses, alternative methods must be sought. There are several methods of conducting background checks:

• Self-reported questionnaire:

  Some companies ask candidates to fill out a questionnaire before the interview. The questionnaire may include questions about their preferences, how they handle setbacks, their thoughts on previous jobs, reasons for resignation, etc. This helps to get an initial understanding of the candidate's personality and problem-solving behavior.

• Interview questions:

  During the interview process, candidates may be asked specific questions. Skilled HR professionals can often infer a candidate's psychological state based on their answers, which helps in selecting candidates who are a good fit for the company.

• Inquiry with previous supervisors or colleagues:

  Resumes and interviews often emphasize a candidate’s strengths, but former supervisors and colleagues are the ones who have interacted with them most frequently in their daily work. HR personnel will take their feedback into account when evaluating the applicant.

• Specialized agencies:

  Some companies hire specialized organizations to assist with background checks, such as investigating credit status or other details that may require insider knowledge (with the applicant's consent and within reasonable bounds).

• Increasing intensity for higher-level positions:

  For positions of greater responsibility within a company, the intensity of the background check increases. Personal privacy details that are too intrusive will not be investigated, and the process and results of the check will be kept confidential.

By conducting thorough background checks, a company ensures that it hires trustworthy talent and protects its internal operations and security.