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SpinDistribute.com Article Directory

The following article was published in our article directory on June 24, 2013.
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Tips for Conducting a Criminal Background Info Check on Employees

Article Category: Advice

Author Name: Justin Fo

Aside from passing exams and interviews with flying colors, an applicant should also pass a background check that will give his employers an idea about his ethical and moral qualities. Intelligent employers who do not want to get accused of negligence because they hire individuals who have shady criminal records should do a criminal background info check on each and every one of their potential employees.

However, an employer should follow some useful tips and guidelines that will ensure that he is maximizing the benefits of conducting background checks on applicants and at the same time protecting his company from lawsuits filed by applicants who feel that they have been unfairly scrutinized. If you are an employer, here are some tips for conducting a free background check online or offline that you should know about.

Look for patterns

Finding one speeding ticket on an applicant's driving record does not necessarily mean something bad happened and it should not be a reason for you not to hire him, especially if it happened a long time ago. However, if you find several speeding tickets, this is a different matter altogether because this behavior pattern can suggest that the person does not follow traffic rules and policies and you might have a problem with him once he starts working in your company.

Be consistent

When it comes to conducting a background check, whether you are using a free background check software application or an program that you paid for, it is important to always be consistent. This means that whatever kind of background check you conducted with one applicant should be the same with all applicants. This will prevent your company from getting an employment discrimination lawsuit because of the different treatments that the applicants received during the whole application process.

Hear the applicant's side of the story

If you find something negative on an applicant's criminal background info that is not as serious as providing a false name or hiding from the law because of a murder charge, you should talk it out with the applicant first before you make any final decision. For example, if you see a number of late payments in the applicant's credit report, remember to ask the applicant about it. These days, families are faced with unemployment problems so it is not really uncommon to find a couple of late payments here and there in an individual's credit history. If the applicant says that it is because he got laid off or there was a medical emergency, you can ask for supporting documents like a forced resignation letter provided by his previous employer or hospital bills and records.

Look for positive characteristics

Getting your applicants' criminal background info is not only done to search for mistakes or negative records of applicants. It is also a great way to look for more positive traits that will help you decide which applicant to hire especially if there are several good applicants vying for one position in your company. You may find out that one applicant is doing a lot of charity work which he failed to mention in his resume or during the interview. This can be a good basis for hiring one applicant if all of them have good credentials and are qualified for the job.

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