Three Background Screening Myths You Need To Know

Three Background Screening Myths You Need to Know

Depending on the size of your company, your HR department and your budget, it is likely you may question the necessity of performing background screening on your candidates. Before you make a decision about whether you need to protect your clients, staff and information, consider the most common myths about background screening:

Myth #1: I don’t always need to do background screening.

Background screening reality: So, you think you are a good judge of character and have the ability to weed out the bad ones? You will want to rethink this one. Some of the most destructive hires are sociopaths that have the ability to fool the best of us. They can be very charming and polished during an interview, but harmful if you let them into your business. At best, they will be an annoying addition to your staff. They can be sabotaging, self-promoting and disruptive.

Worst case scenario is that they will lie and  steal from your business. They increase staff turnover and possibly even cause violence. Background screening can’t guarantee you won’t end up with a sociopath, but it gives you much better odds to avoid them. Many sociopaths will have items in their background that raise a red flag. Aside from sociopaths, there are plenty of other candidates that you may want to weed out – applicants with poor motor vehicle records, convictions or substance abuse to name a few.

Don’t forget, to stay compliant with regulations. You need to treat applicants equally. If you test some candidates and not others, you can get involved with litigation.

Myth #2: There is a great big national data base out there that is really easy to access so it doesn’t matter which background screening company I use. In fact, I can probably get the information myself.

Data base reality: Unfortunately, there is not one source of reliable, complete and accurate information and it is not easy to access what you need to help you hire the best candidate. Each state and even some counties have their own system. And…not all background screening companies are equal. Your best bet is to use an experienced CRA (Consumer Reporting Agency) that knows where to find the most accurate information and how to interpret it for you. CRAs must follow stringent regulations which will help you keep your company in compliance with the law.

Myth #3: Your candidate’s experience during background screening doesn’t matter.

Experience reality: Treating people poorly during the vetting process is not good business! First, make sure you are using forms that are up-to-date and include the proper information with them. Use a reputable background screening company that handles your candidate’s information carefully. They should know how to verify all information that is gained from the screening reports. One of the top reasons companies lose great talent is that the screening process takes too long and their choice moves on because they get tired of waiting. A good CRA can get most screens done within 72 hours.