For most companies, employees are their most precious and valuable resource. Finding and connecting with the best workers available in the talent pool is an ongoing concern.  Hiring managers should keep an eye out for these 6 background screening red flags to avoid poor hiring decisions and problem employees.

Here are some of the most telling background screening red flags to look for when screening potential new hires:

1. Erratic Work History

Gaps and inconsistencies in work history is often a major background screening red flag and should not be taken lightly. Past behavior is usually a predictor of future behavior. As an employer it is important to pay attention to the entries on applicant resumes. Multiple career changes and being fired from one or more jobs may be items of concern.

2. Lack of Eye Contact, Poor Body Language During the Interview

Not engaging or being evasive during the interview can display some background screening red flags and indicate confidence problems or dishonesty. Both issues can make for a problematic employee that drains resources and lowers company morale. Rambling during the interview questions, arriving unprepared, using slang, being too boastful about past accomplishments and having an unkempt appearance are also interview red flags.

3. Gossiping Or Speaking Negatively of Former Employers

Making disparaging remarks about former employers may raise some background screening red flags and is a potential sign that the candidate lacks respect and loyalty to those who have given them opportunities in the past. While in some cases their assessment may be valid, it is unprofessional to “vent” about former bosses or colleagues during the interview or employment screening process.

4. Making Demands

If an applicant attempts to add conditions to their employment right out of the gate, this is a definite background screening red flag. As a new hire, they are subject to the terms set by the employer and should understand that they must prove themselves before additional benefits are added.

5. Giving Clipped Answers and Not Asking Questions

At the other end of the spectrum are employees who give short answers to interview questions and don’t share much of themselves. This could indicate deception. Those who do not have questions during or at the end of the interview are likely not very engaged with the company and may not be ideal choices as staff members. Not asking questions can indicate a lack of ambition or lack of understanding of their potential role in the company.

6. Background Check Problems

Checking into an applicant’s background and avoiding background screening red flags involves verifying resume items, talking with employers and listed references, and conducting a pre-employment background search and other background checks. While some of these items can be addressed in-house, employers should strongly consider using a professional employment screening service to take care of criminal and financial background screening. This will help to ensure this screening is conducted thoroughly and in compliance with state and national laws.

The recruiting, interviewing, screening and onboarding process is crucial to the success of all businesses with employees. Hiring managers should keep an eye out for these six background screening red flags to avoid poor hiring decisions and problem employees down the road.

Source: https://hiring.monster.com/hr/hr-best-practices/small-business/conducting-an-interview/employer-interviewing-skills.aspx

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Employees are the most important asset of businesses both large and small. Attracting and recruiting top talent is essential to company success both now and in the long term. Creating an ideal background screening protocol early can assist new businesses with finding the best candidates for every position.

Here are some of the most important components to include in an ideal background screening:

1. Recruitment

The specifics of this step will vary depending upon the industry and should involve practices targeted to finding top talent. An active presence on LinkedIn can help, as can workplace/corporate culture marketing on other social media outlets. Networking, industry events and headhunting agencies can also assist with recruitment.

2. Resume Screening

Employers should decide early on to follow up and check all items listed on candidate resumes. Over half of all job applicants admit to lying or exaggerating items on resumes and job applications. The most common fabrications are related to employment history and education.

3. Interview Screening

The job interview is a core component for ideal background screening. Interview processes and questions should be carefully chosen and crafted. Include questions that expose the true character of the individual to ensure they will be a fit for the team.

4. Professional Reference Verification

Verifying and talking with the professional references given by applicants can offer valuable insights into their work history and character attributes.

5. Criminal Background Screening

A criminal background check allows employers to screen for criminal activity and violent behavior in an applicant’s past. They can then avoid hiring these individuals and help to keep the workplace safe and productive. The ideal background screening service will assist with this type of screening to help improve workplace safety.

6. Social Media Screening

An increasing number of employers are examining applicants’ social media accounts during the screening process. Posts can divulge information about an individual’s character and value system.

7. Credit Check

For jobs requiring contact with company finances, sensitive data and the personal information of staff members, it is advisable to perform a credit check. This should be included with ideal background screening packages.

8. Testing

Written tests can be an important component of ideal background screening for many positions. Practical exams involving individual or group tasks can also determine the applicant’s skill level, qualifications and ability to work well with a team.

Once an applicant has passed or done well in these areas, it’s time to make a final decision. Are they skilled and qualified in the ways that matter most? Will they be a fit with the rest of the team? Business owners and hiring managers should use their gut and intuition when making their final decision. Once the employee is hired, an established onboarding and employee training process should be engaged.

Source: https://www.shrm.org/hr-today/news/hr-magazine/Pages/0914-social-media-hiring.aspx

Source: https://www.forbes.com/sites/onmarketing/2014/04/07/culture-as-competitive-advantage-for-marketers/

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.