| If you are in the recruiting industry or represent | | | | to a third party service company to do it for |
| the human resource department in a company, | | | | them. |
| then the procedure of carrying out employee | | | | The pre-employment check process is a tedious |
| background checks is not a new concept to you. | | | | one and does take time. There is a lot of |
| Though this appears to be unnecessary, many | | | | documentation that needs to be properly |
| companies are going for this procedure as they | | | | completed and there are follow-up procedures as |
| want to eliminate cases of fraud, people with | | | | well which require due completion. If the company |
| criminal backgrounds joining companies and so on. | | | | decides to do the checking itself, then it must be |
| The procedure itself is a very scientific one and | | | | prepared to do a thorough job and not just a |
| has refined greatly over the years. Previously | | | | superficial one. It must have the resources and |
| these checks were done with one or two former | | | | the know-how of the procedure as well. The |
| employees of the candidate or the candidate was | | | | company in this case is obliged to keep the |
| asked to bring along a suitable relieving letter from | | | | jobseeker advised about this process as |
| his previous organisation. That practice has given | | | | otherwise it can create problems going ahead. If it |
| way to a more sophisticated system of | | | | cannot conform to the above requirements, it is |
| background checks and many companies are | | | | best advised to leave this in the hands of a good |
| making use of these techniques before hiring the | | | | third party service entity. |
| candidate. They want to ensure they are taking | | | | Most of the times, the FCRA system is used as a |
| the right decision and do not want their peace of | | | | yardstick and method to conduct the check and it |
| mind to get disturbed later on. So having found | | | | does serve its purpose. But for a more detailed |
| the candidate fit enough and competent enough, | | | | check going back over many years, it is |
| they subject his candidature to a system of | | | | necessary to engage the services of a |
| background checks. | | | | professional agency. |
| Many third party service companies engaged in | | | | The main things checked are the credit history as |
| this activity have come up who do the job in a | | | | well as the driving records of the individual, his |
| very professional and secretive manner. It is | | | | track record of employment over the last ten |
| entirely up to the company wishing to conduct a | | | | years, any feedback on his social security status, |
| background check as to how they want to go | | | | and authenticity of educational accomplishments |
| about it. Should they do it themselves or leave it | | | | and whether he or she has a criminal record. |