Businesses must conduct comprehensive background checks before hiring employees. This ensures that the hiring company does not suffer any losses during the hiring process or lose any valuable time invested in a candidate. After completing the interview process and being chosen for a specific employment post, an applicant may have to wait for the firm to extend an offer letter. This is because an organization conducts employee background checks to ensure that the information provided by the candidate is accurate.
Types of BGV or Employment Screening Services
An employer might conduct numerous types of background checks on a job prospect. Employers conduct background checks to ensure that prospective employees have a clean record and can be trusted to be honest and truthful – and that they would be a good fit for their organization.
We’ve compiled a list of 5 most common types of background checks and what each one entails to help you better understand them:
- Candidates Employment History
Employers conduct this background verification to verify a candidate’s previous job history to determine the applicant’s competence. This verification ensures that the candidate’s claimed employment history is accurate.
- Criminal Record
The criminal background check determines whether a candidate poses a risk to the company’s customers or other employees. When a person breaks a criminal law, criminal proceedings are usually initiated, and the violator is usually subjected to some sort of punishment if proven guilty.
- Credit Score
Credit background check checks at a person’s credit history. This verification determines whether a potential hire is financially responsible, and is especially important in financial institutions.
- Reference Check
The reference check evaluates qualities such as workplace behavior, professional competencies, ethics, leadership ability, and teamwork. The reference check also assists in verifying claims of previous accomplishments and professional contributions made at previous employers.
- Education Verification
Many organizations believe that education verification is less critical than other background checks, such as criminal background checks and previous employment checks. Exaggerated claims of academic achievement and educational degrees, on the other hand, are very common. Only an academic verification check can spot such misleading statements, and leaving them unchecked can negatively impact employment outcomes.
There are countless advantages of incorporating a rigorous background screening process into your company. Understanding the ins and outs of background screening as an employer can be challenging, especially when many background screening myths result from misunderstandings and changing rules.
Below are some of the most common misconceptions/myths about background checks and why they are incorrect.
1st Myth: BGV is a Time Taking Process
Many organizations believe that conducting background checks might slow down their hiring process, so they skip this crucial step. The truth is that background checks aren’t as time-consuming as you think. Thanks to technology, smart hiring decisions are possible with prompt, reliable, and accurate background checks. Repute network is one of them.
For example, when a candidate submits their official documents to Repute, the Repute Network verifies them for you using trustworthy data sources such as UIDAI, Vahan, and even Repute network participants. The documents are genuine because they are directly verified from data sources. They don’t require HR managers to double-check them for authenticity, saving time and eliminating the possibility of mistakes. It’s a simple, efficient & accurate procedure!
2nd Myth: Small & Midsize Companies Do Not Need BGV
Another prevalent misconception is that only large organizations require background checks. Recruiting trustworthy candidates is a challenging task for any organization. Small and mid-sized businesses value hiring the right people just as much as big businesses do. Therefore, before hiring a new employee, all startup companies must do a background check to ensure that the new hires will bring genuine value to the company.
3rd Myth: Candidates Cannot Exaggerate Their Resumes
Candidates usually exaggerate their resumes with higher salaries, false certifications, and incorrect job titles in the mistaken belief that this will help them compete in an overly competitive job market. They don’t realize that employment verification is one of the most common background verifications performed on prospective candidates, and once a hiring manager spots false claims on the CV, they lose trust in the applicant.
An employment verification validates the information on a candidate’s resume. Employment verification services can provide vital information about candidates’ conduct and professional abilities. A professional employment verification service provider can conduct quick and accurate background checks for your organization .
Since your smaller teams cannot handle the task of going through countless resumes and performing employee background checks, trusting reputable and reliable background verification services is ideal for businesses.
The background verification process is automated via Repute’s open talent network. The system utilizes blockchain technology to ensure reliability in the information provided by candidates, eliminating the possibility of fraud. The automated procedure saves time while also eliminating errors that could happen during manual checks. To know more detailed information about BGV services, visit https://repute.net/
