The background check is a staple of most recruitment processes – your follow-up to information provided within the job application and interviews to ensure it is all accurate and truthful.
HR research from 2024 found that 94% of employers carried out at least one form of check, whilst 73% had a full-blown screening process.
Performing the checks are not without their own issues though. There are numerous stories on the web of people with similar names to criminals being wrongly tarnished with their reputation. Give them a right of reply if they fail your checks.
In a competitive recruitment market, too, you may miss out on the best candidates if your vetting process takes too long.
One way to manage this second issue is to delay completing some of the checks until after employment has commenced (which would then, of course, be conditional on passing the checks).
What are the standard background checks that may be relevant?
While different roles will require different checks, some will be necessary or desirable for every employer.
Background checks offer several important benefits for employers and hiring managers. They help confirm what’s on paper, reduce hiring risk, and provide real insights into how someone actually performs in a role.
Beyond that, a standard set of reference checks from which you may draw include:
- Identity and Right to Work
- Employment History and Reference Checks
- Education and Qualification Verification
- Criminal history verification
- Working with Children / Vulnerable People Checks
- Financial and Integrity Checks
- License and Driving Record Checks
- Drug and Alcohol Screening
- Security and IT checks
Let candidates know in advance what will be being checked, as it may save everybody time if they know how robust your processes are. Chancers can try their luck elsewhere!
Depending on the role you are filling, some of these background checks will be essential prior to a job starting.
For example, if the job involves working with children or vulnerable people, an enhanced National Police Check will be required.
If the job revolves around driving, vetting what licence is held and any points accumulated should be completed.
More senior roles such as directorships would, as most would expect, require a more thorough upfront vetting process. With more at stake on the role, there is less room for error.
What checks can I carry out after I have hired someone?
Once you move beyond these mission critical checks, you may have more leeway for getting the rest completed. If they are important to the role you will still want to ensure they are done, but they don’t need to delay your recruitment process when timing may be of the essence.
These may include checks like education verification, employment history and the return of references. Just ensure the employee understands their continued employment is dependent on these being completed satisfactorily and have this stated in the employment contract.
Continued background checks
Further periodical background checks may be useful or vital for your business, for example drug and alcohol testing. Make sure your policies or contract make provisions for this.
There may also be milestones when further tests are appropriate for individuals, like a promotion to director or significant change in role – say taking on driving duties, and for this also checking the appropriate insurance is in place.
What if candidates ask you for a reference?
One final point. What if your candidates want to know what it is really like to work for you before committing?
It is much more likely nowadays, and in fact they may not even ask you. Websites like Glassdoor.com provide an easy way for them to do their homework.
Good HR processes embedded in your business will help you be a great employer and a successful company that current and past employees speak positively about. Talk to us about our retained and pay-as-you-go services to see how we can help you shine.