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Hello and welcome back to the Employment Screening Services Blog! We love to take time here on the website to help business owners and hiring professionals better understand the importance of background screening, so they can make the best hiring decision possible. When an employer hires, pre-employment screening doesn’t need to be the first thing on the application, but it should always be a part of it. It’s not about WHO you’re hiring, but WHO YOU SHOULDN’T hire.

Let’s break down a few tips for employers as we enter the end of the year and look forward to 2023!

Trust Your Gut

The first tip when conducting a background check is simple… Trust your intuition! Review every application and job candidate with a keen eye, and take on the role of investigator. Your first line of “defense” from making the wrong hire is your own personal feeling. If something feels fishy, it probably is! You can save yourself some money by just not wasting your time running a background check on someone you don’t feel right about. 

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Use a Trusted Background Check Company

When you’re conducting background checks, don’t just turn to the cheapest answer you find on the internet. Having a trusted company that you can turn to with questions and concerns, and speak directly to a human being at the company is important. There are a lot of low-integrity background check companies out there, so be careful who you work with. First things first, make sure they are trustworthy. Then, ensure that they communicate clearly in a way that you feel comfortable with, are passionate about what they do, and truly care about your needs. 

Simplify the Process

You don’t want your potential hire to back out at the last minute because they couldn’t figure out your clunky background check workflow. Work with a company with a smooth seamless process that allows the employer and employee to communicate and send and receive necessary documentation and testing so that it is as quick and affordable as possible.

Know That There Is Risk.

The FCRA (Fair Credit Reporting Act) regulates employment screening and outlines consent, disclosure, and notice requirements for employers that use third parties to conduct background checks on job applicants and employees. Failing to use FCRA forms or provide applicants with proper notice before making an adverse decision, are just a few examples of penalties for basic violations. Class-action lawsuits are at stake if you don’t follow the FCRA. A good partner will never put you at risk.

Other factors like “ban-the-box” laws and limits on credit and salary inquiries vary across state lines, so ensure you stay in compliance with a trusted background check partner. 

These are just a few tips to keep in mind when hiring a background check company. If you or someone you know needs help making better hiring decisions, give us a call! We are always looking to help companies in New York and all over the country to enhance their background check program! Stay tuned on Linkedin for more tips and hiring notes!