Organizational Risks in conducting in-house background verification
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This entry was posted by in category Post user on Tuesday, 22 Sep, 2020 10:55 in blog subscribe
Hiring is an expensive and time-consuming process, and employers want to make sure that they get it right on the first attempt. So how can an employer hire the right candidate with all required skills without putting the organization at risk? Conducting a “Background Check” would be a positive step in the right direction. For most organizations, background checks are a critical component in ensuring that the employees they hire are trustworthy and possess the skills, experience, and education they claim to have.
If you do a quick research on background checks, you will find countless articles and blogs about background screening services, how to run background checks. It is easier for an employer to conduct background checks on their own, meaning an in-house background check by the HR team. Employers push their HR to a potential danger zone by performing in-house background checks on the perception that it will be more thorough and minimize cost.
In many organizations, the Human Resource, HR, professional performs background checks, but this can pose an enormous risk for the employer. For instance, an HR person can only verify or check a candidate's educational history (which is a vital or initial check performed as part of the background check process) by the institution's admissions and records department. However, some institutions have policies prohibiting anyone other than the former student from accessing his/her records. Name variations and incorrect or missing student numbers can occasionally cause educational records from being verified further. The initial step of a background check, which is education verification, is a very vital and time-consuming process, which may increase the HRs work since their role is widespread with many tasks for the employees of a company, such as recruiting, benefits management, and employee relationship management. The chances are that one might overlook potential negative details of a selected candidate's verification information and add to this, the non-adherence to security and compliance standards, failure to implement necessary quality checks will create a negative impact once the candidate starts working in the organization. Hence, conducting an in-house background check is not a recommended option.
There are different types of background checks, and only the “Employment Screening Service” providers who know the process well can promise the accuracy in the reports generated by these checks. The screening service providers not only help in obtaining those reports of the candidates from various authorities but also help organizations from preventing legal pitfalls.
Most background verification service providers rely on credible information that is usually unavailable to the HR department in an organization. Thorough background screening procedures provide far better and more accurate details that may be the best indicator of a candidate’s capabilities. Besides, the high quality and security standards ensured by a background-screening vendor make them the best choice from an operational and service standpoint.
Finally, an employer who takes a wise decision over background checks can significantly minimize business risks. For more details about Employee Screening Services, kindly refer our services page.
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