Benefits of Outsourcing
Background search in hiring the right individuals for internal positions can be challenging. Who is this individual whose credentials are so impressive? Is this person who he says he is? Now more than ever, recruiters are looking beyond the job interview. They can’t afford to make the costly mistake of hiring the wrong candidate.
What Do Employers Want to Know?
Of concern to employers is whether a candidate has a criminal record. More employment applications ask whether the applicant has been convicted of a crime, but that doesn't mean that the individual will answer the question truthfully. In order to compete, individuals may decide to take a chance, and misrepresent their education or employment, hoping no one will be the wiser.
Don't All Criminal Record Searches Provide the Same Information?
Because there are misconceptions about the myriad ways to check for criminal records, there is a disparity in how this is accomplished. What criteria should a company use to perform due diligence on potential employees? A local police or sheriff’s department may release some information – but this may uncover arrests and not convictions, and the information will probably cover one jurisdiction. There are some databases, but they may simply contain Department of Corrections information. Some companies, in an effort to contain costs, check for criminal records in one county, potentially missing criminal activity the applicant committed in other counties or states. It is no surprise that many companies look to background check companies to advise them on how to proceed, inform them regarding what regulations exist, and ultimately, to provide background checks so as to save the time and forego the confusion.
Why Consider Outsourcing?
For companies with a limited Human Resources staff, the outsourcing option can be a lifesaver. It is surprisingly inexpensive to utilize a vendor to provide an array of services, including checks on criminal, civil, credit, employment, education, DMV, social security and licensure records. If management is not convinced, they may simply need more information about negligent hiring and retention. When there is an incident of poor performance or criminal activity in the workplace, it is too late to consider how a background check could have avoided disaster. Or maybe not. It’s never too late to reconsider internal policies and procedures with respect to performing effective background checks – and using an outside agency to help perform them.