26 Jun Must know aspects about employment background check
Must know aspects about employment background check
Employers have gone way stricter these days when it comes about checking the background of the candidates they hire. Many doubts arise on this context in the minds of people those who get hired. The biggest doubt among these is regarding exactly what the employment check employment history about the candidate before hiring someone.
Do they check the criminal history of the candidate? Do they enquire about the payment related aspects of the candidates? Many questions like these do appear. Ultimately, the employers go for background check employment history of the candidates in a wholesome fashion.
Some job hunters may not take this seriously. Such people have the perception that as their background is clean or as they haven’t done anything illegal, they have no reason to be worried. However, it is important to check still whether the background check employment history is conducted legally.
The minimum thing that the employers do check is regarding the authentication of your job role or the profile. Days of initiating the job, the day of ending, history of payment packages, job posting, etc. are considered legal for the employers to enquire about. In fact, connecting with the former employers and enquiring about the details provided there is also legally correct for the sake of checking their authenticity.
Details that the previous employers don’t share
As explained above, the present employer holds every right to ask the previous employer about the job profile and others. But, it is important to understand that the previous employer is not bound to help in this regard. It’s dependent upon the concerned company to decide whether to help the other employer regarding background check employment history or not.
To be specific, the previous employers often don’t share about the payment related information, and moreover about the performance. Hence, on many occasions, the employers use illegal methods to enquire about these details.When it comes to an employer asking the candidate directly, there is no limitation.
In fact, even the federal laws have no constraints in this regard. But, there are state laws which can resist the employer about certain aspects, like sensitive health issues (unless the same affects the job role). It is thus recommended for the candidates to check the rules set by their concerned states in this regard.
When do the third-party service providers check?
Companies have all rights to go for background check employment history of the candidate they are going to hire. But, this doesn’t mean that any random person can do these checking. If the company prefers doing these checking on its own, only the HR professionals can do the check.
However, most of the employers in modern times prefer outsourcing the same to other professional organizations for background checking. Specifically, the employers in modern times prefer third party service providers in this regard to check the criminal history of the concerned candidate. Similarly, they have to depend upon the professional service providers regarding the credit history of the candidates.
The level of background checking is quite dependent upon the nature of the job as well. Employers can ask only as per the concerned state laws permit it. In general, the rigorous checking processes like criminal history is limited only for the jobs in which the person has to work with children, top security departments of state/national level, etc.
Which things can be omitted and which cannot?
It’s a misconception among many that background check employment history is only dependent upon what has been mentioned over the CV. For example, some people omit the work profile at a specific company on their CVs for the negative record or any similar reasons. However, the employers often show a keen interest in knowing about the same. It is recommended not to omit anything if the position is of higher rank.
Upon being caught, there remains every chance of candidature being rejected. Specifically, a candidate should not omit if the employer sets the condition of knowing all previous professional details. In fact, the employers attest the candidates to stay at the safer side in this regard. Even if a candidate forgets certain details or the documents regarding it has lost, he/she should clearly state about the same, rather than completely omitting.