Employment checks are an integral part of the hiring process. They are designed to verify a candidate’s background and qualifications, to ensure that they are suitable for the job in question. While most candidates are familiar with the concept of employment checks, they may not be aware of the specifics of the process. In this article, we will provide an overview of employment checks and what employees need to know about them.
What are Employment Checks?
Employment checks, also known as background checks, are a series of investigative procedures that are conducted on job candidates to verify their qualifications and suitability for a particular job. Employment checks can include criminal record checks, reference checks, educational credential checks, credit checks, and social media checks, among others.
The scope of employment checks can vary depending on the nature of the job, the industry, and the employer’s policies. Some employers may only conduct a basic criminal record check, while others may conduct a more extensive investigation that includes multiple types of checks.
Why do Employers Conduct Employment Checks?
Employers conduct employment checks for several reasons:
- To ensure that the candidate is qualified for the job. Employment checks can verify a candidate’s education, experience, and credentials, ensuring that they meet the requirements for the job in question.
- To reduce the risk of hiring a problematic candidate. Employment checks can uncover red flags such as criminal history, fraudulent activity, or false information provided on the resume or application.
- To comply with legal and regulatory requirements. Certain industries, such as finance or healthcare, may be subject to stricter regulations regarding background checks for certain positions.
What Information is Checked During an Employment Check?
The specific information that is checked during an employment check can vary depending on the employer’s policies and the requirements of the job. However, some common types of checks that may be conducted include:
- Criminal record checks: These checks examine a candidate’s criminal history to ensure that they do not have a history of violent or fraudulent activity that may make them unsuitable for the job.
- Reference checks: Employers may contact the candidate’s previous employers, academic institutions, or personal references to verify their work history, qualifications, and character.
- Educational credential checks: Employers may verify a candidate’s educational credentials, including their degrees, certificates, and other qualifications.
- Credit checks: Employers may conduct credit checks to assess a candidate’s financial responsibility and reduce the risk of financial misconduct or theft.
- Social media checks: Employers may review a candidate’s social media profiles to gain insight into their character, behavior, and professionalism.
What are Employee Rights Regarding Employment Checks?
Job candidates have certain rights regarding employment checks. These rights are designed to protect candidates from unfair or discriminatory practices during the hiring process. Some of these rights include:
- The right to privacy: Candidates have the right to privacy regarding their personal information. Employers must obtain written consent before conducting an employment check and must comply with all applicable privacy laws.
- The right to accuracy: Candidates have the right to accurate information regarding their background and qualifications. Employers must ensure that the information obtained during an employment check is accurate and up-to-date.
- The right to dispute inaccurate information: If a candidate believes that the information obtained during an employment check is inaccurate, they have the right to dispute it with the employer.
- The right to non-discrimination: Candidates have the right to be treated fairly during the hiring process, regardless of their race, gender, religion, age, or other protected characteristics. Employers must comply with all applicable anti-discrimination laws.