Background screening: Overview, definition, and example
What is background screening?
Background screening is the process of verifying the information provided by a job applicant or candidate to ensure their history and qualifications are accurate and reliable. It typically involves checking criminal records, employment history, educational qualifications, credit history, and sometimes social media activity or references. The goal of background screening is to help employers make informed hiring decisions by assessing the potential risks, integrity, and suitability of a candidate for a specific role. Background screenings are commonly used in recruitment processes, especially for roles that require a high level of trust, responsibility, or access to sensitive information.
For example, a company may perform background screening on a candidate before offering them a position to ensure they have no criminal history or that their resume accurately reflects their education and prior employment.
Why is background screening important?
Background screening is important because it helps employers verify the accuracy of the information provided by applicants and ensures that potential hires meet the necessary criteria for the position. It is particularly critical for roles that involve financial responsibilities, working with vulnerable populations, or access to confidential information. Background screening can also reduce the risk of hiring individuals who might pose a threat to workplace safety or company reputation.
For businesses, background screening helps maintain a secure and trustworthy workforce, reduce turnover, and comply with legal or regulatory requirements. It also helps mitigate legal and financial risks that could arise from hiring individuals with a problematic history.
Understanding background screening through an example
Imagine a company is hiring a financial manager to oversee its accounting department. As part of the hiring process, the company performs background screening, which includes checking the candidate’s criminal record, verifying their employment history, and assessing their credit history. The background screening reveals that the candidate has a clean record and solid experience in financial management, giving the company confidence in their suitability for the role.
In another example, a daycare facility may require background screenings for all potential employees to ensure they do not have a history of criminal offenses, particularly those related to child abuse. This step helps protect the safety of the children and maintain the trust of the parents.
An example of a background screening clause
Here’s how a background screening clause might appear in a job offer or contract:
"The Company reserves the right to conduct a background screening on all candidates prior to making a formal job offer. This may include checks on criminal history, employment history, educational qualifications, and credit reports, as allowed by law. Employment is contingent upon the successful completion of the background screening process."
Conclusion
Background screening is a vital tool for employers to ensure they are hiring trustworthy and qualified candidates. By verifying the information and assessing the potential risks associated with a candidate, businesses can reduce the likelihood of hiring individuals who may pose a threat to the workplace or the company’s reputation. Implementing a thorough background screening process helps create a safer and more reliable workforce, contributing to the long-term success of the organization.
This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.