Things Employers Look For From Their Applicants During a Background Check
Job candidates need to be honest and transparent during the background check process. It will help speed up the process and display dedication to your work ethic. Certain red flags may automatically disqualify you, such as violent criminal convictions and sex offenses. But other factors will be weighed depending on the position and industry regulations.
References
Employers will sometimes verify the information you provided on your resume, including prior employment, job titles and dates of employment. They may also do this for education and professional credentials. For example, if you’re applying for a position as a truck driver, your employer will likely check with the Department of Transportation to ensure you meet licensing requirements.
In addition to criminal records checks, employers use various other types of background checks, depending on the industry and specific roles they’re hiring for. For instance, it’s common for employers in finance-related fields to do credit checks on candidates to gauge their level of financial responsibility and trustworthiness. While it’s true that most pre-employment screenings will include a criminal record check, there are certain things that employers cannot access or use in making hiring decisions, such as doctor-patient confidentiality and sealed or expunged records. Whether an employer can check your references, credit history or social media feeds during the hiring process will depend on state law and how regulated your company is. Many companies, however, have designated human resource staff responsible for vetting candidates. They might also hire a professional background check company to investigate your past and independently verify the information you provide.
Employment History Verification
Employers look for information about a candidate’s work history to verify the accuracy of any information on resumes and job applications. The process typically involves contacting past employers to confirm employment dates, positions held, job titles and salaries earned, and any reasons for leaving the company. Employer background checks can reveal a lot of information, including criminal records and other “red flags” that might make hiring someone for a position risky. For example, a person with a felony conviction for embezzlement might be considered a high-risk hire for jobs where they might handle money or sensitive customer information. A check can also help prevent hiring people convicted of crimes against children, such as child pornography.
The work history verification process can also uncover inconsistencies between a person’s listed career information on resumes and job applications and the knowledge that shows up during the background check. It is important because it can indicate that the applicant has lied on their resumes or applications. In addition, it might be a good idea to conduct checks on professional licenses or certifications, sometimes required for certain types of work. Some professions, such as driving or transportation services, have strict licensing requirements that need to be verified before someone is hired.
Credit History
A good credit report is often seen as a sign of financial stability and responsibility. However, a history of delinquencies, foreclosures, or bankruptcy can reflect poor judgment or failure to live up to commitments. Depending on the position, some employers may check applicants’ credit reports to gauge their ability to manage money or other fiduciary assets. Employers can also conduct a background check to verify an applicant’s name, aliases and address history to ensure they are who they say they are and that their work experience matches up with the details on their resume and job application. In addition, many positions that require specialized training or certification will conduct checks to verify the authenticity of a candidate’s credentials. Some employer-specific factors will register as disqualifiers during vetting, including severe criminal convictions (such as violent crimes or sex offenses) and blatant dishonesty. Beyond these, individual company policies and the leniency of hiring managers will dictate what is considered an unacceptable risk for a particular role.
Criminal History
Criminal background checks uncover much information beyond what applicants disclose on job applications and during interviews. They can include records from Most Wanted lists, sex offender public registry, state criminal and civil court documents, and a national crime database spanning 300 million nationwide records. The results of these checks can disqualify a candidate from employment. However, based on criminal history alone, most employers only disqualify 5% or fewer applicants. Employers can also run a pre-employment drug test and check an employee’s driving record, depending on the nature of the role. These checks can expose an unsafe driving record, extensive tickets, or a prior DUI. If an employer finds any of these, they may not hire the candidate to reduce liability risks.
Other data from a background check includes verifying education and work experience, verifying professional licenses and certifications, checking credit scores, and assessing social media profiles to ensure you’re representing yourself accurately. However, employers aren’t legally allowed to request or use some types of data, including political affiliation, medical records, and school and financial information. Be prepared to discuss any of these issues with your potential employer and be aware of laws regulating when and how an employer can request this information. If an employer asks for data that isn’t legal to request, document the conversation and tell them why you think they’re violating EEOC guidelines.
