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You
just found the perfect employee for your client. Interviews went
well and your client decides to extend an offer to the candidate
pending a standard background check. At this point, everything
starts to unravel. The background check apparently revealed several
significant discrepancies between the candidate's resume and the
facts uncovered in the investigation. Now the candidate doesn't
have a job, you have to start over again, and your client starts
to look for other ways to fill the position. What went wrong,
could this situation have been prevented?
Background
investigations are becoming increasingly commonplace as companies
look to confirm the promise and integrity of new hires. A typical
screening verifies credentials by placing inquiries with past
employers, references, educational institutions and civil and
law enforcement agencies. Acting as an intermediary between client
and candidate, the recruiter can help facilitate the successful
implementation of the screening process. Recruiters can communicate
with employers to clarify expectations and work with candidates
to help promote compliance.
Screenings
are most often performed by security companies and generally include
a broad set of services. Security companies range from small and
specialized firms, to broad-reaching organizations with a portfolio
of services to support the hiring process. Pinkerton, one of the
largest security companies in the US, provides services including
Stanton® Assessments, Internet recruiting, structured interviews,
background verifications, drug screening and access to unprosecuted
theft histories. Companies often elect to incorporate several
of these services into an investigation, creating variations in
the screening process that recruiters should understand and communicate
to candidates.
A
typical investigation reaches back seven years and leverages the
security company's databases, relationships and other processes.
A background investigation can require several hours of work,
and is aimed at validating information provided in the candidate's
resume and employment application. An investigation often includes
a search for a criminal record and/or poor credit history, following
the candidate's trail from state-to-state, even country-to-country.
Depending on the mix of services, investigations typically cost
between $75 and $200, though fees for international investigations
can run considerably higher.
The
background screening not only validates facts, but tests the candidate's
honesty and accuracy in describing his or her own past. Information
found to be in conflict with the employee's resume or application
is flagged as "derogatory" and reported to a company's HR organization.
For privacy purposes, recruiters do not usually have access to
this information, however, an employer will occasionally approach
the candidate and/or recruiter to clarify discrepancies. Administrative
errors do happen, underscoring the importance of preparedness
on the candidate's part. Whenever possible, the candidate should
make a concerted effort to verify accuracy in advance.
Candidates
can do much to avoid the common pitfalls associated with background
checks. The first is to be up front with employers regarding credentials,
credit history and/or criminal record. Candidates should also
be meticulous in detailing their background and avoid exaggerations
that might be misinterpreted. If a candidate is uncertain about
dates, exact names of credentials, degree status, grade point
averages or any other fact on a resume, they should do the necessary
leg work to ensure accuracy. By verifying credentials in advance,
a candidate can circumvent conflicts and improve their chances
of receiving an offer.
As
it can be difficult to anticipate when a candidate has made an
error or misrepresentation, it is important to integrate background
coaching into standard recruiting practices. Initiate a discussion
on background investigations, detailing key elements of the company's
hiring process. Go over the candidate's resume with the candidate,
reviewing each line item, confirming key facts and looking for
points of concern or potential inaccuracy.
If
you suspect the candidate is not taking the matter seriously,
tell a background-investigation horror story; this might better
convey the gravity and importance of the investigation. Assure
candidates that when a background investigation is involved, it
is important to clearly communicate one's credentials rather than
to exaggerate or misrepresent them.
Considering
the potential costs and liability associated with making a poor
hiring decision, it is not hard to understand why companies are
increasingly moving to verify the credentials of prospective employees.
As a recruiting professional, working appropriately with candidates
and employers to facilitate the process can help you maintain
good client relations and might even improve your bottom line.
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