With the advancement of technology, faking of documents especially academic ones has been made easier. This has in turn affected the job market adversely. Employers are employing people who are not qualified for the job and that has affected the productivity of many organizations. It has therefore become critical for every employer to conduct thorough background checks before they can accept any employee as one of their staff. Background check involves the process of scrutinizing a potential employee before they can be fully endorsed in the organization. This process is very important for both the employer and the employee, and it should therefore be conducted in the best way possible. For this process to be successful, there are a number of factors that must be put into consideration.
* You have to consider the academic background of the job seeker. This includes information such as, number of degrees, types of degree programs taken, certifications, graduation dates, awards, other major studies, honors, and other academic achievements. It is also worth identifying the institutions that the job seeker attended. These academic qualifications are important in determining the competency that the job seeker has. However, you should not dwell so much on the academic bit of the background checks because they might influence your decision and force you to ignore other aspects of the employee’s competency.
* As an employer, you have every right to know about the employee’s criminal records. This involves checking all the necessary documents from the court and police department showing that the employee has never been involved in a felony, murder, misdemeanor, rape, or any other criminal offence. If there is any kind of infraction that requires the employer’s attention, it should be included in the report. It is also important to show whether the employee has any existing warrants. As an employer, you have to understand that employing a criminal can cost you a lot.
* Background checks also involve checking of the employee’s previous employment records. You have to ascertain that the employee is an honest, hardworking, and trustworthy person. This might even require you to contact his previous employers to gather useful information about the employee. Such reports include, the employee’s past, job title, salary, name of the company, duration that he worked in the company, contact details, reasons why he left the job, and his eligibility for employment at other organizations. However, employers should understand that the applicant’s past records should not affect his application if at all the breach does not directly affect his job position. However, this depends on the kind of breach that was created and when it was created.
It is important for the employee to give the applicant a chance to explain himself before they can make their final decision on whether he is eligible or not.
