Mistakes employers make when conducting background checks

Mistakes employers make when conducting background checks

Running a background check on potential employees offers the chance to identify the best professionals in your industry. Unfortunately, it is possible to make mistakes when you run a background check on an individual. By learning about the most common mistakes before starting the process, you can avoid any unnecessary errors and ensure that the employee suits your specific needs.

1. Inappropriate Timing
Inappropriate timing for the background check is an error that harms your ability to find the best employees and a potential employee’s opportunity to work in your company. If you look up personal information too late in the interview process, then you automatically reject potential employees for any problems on their record.

2. Forget to obtain consent
Make sure that you obtain permission from the potential employee before seeking any information. An employer must have written permission from a potential employee before starting a background check. You must also explain why you need the information and the type of data before starting the process. For example, a company that works with children or handles a large amount of money will run a criminal background check to avoid hiring an inappropriate professional for the position.


    • Related Articles

    • Continual risk driven background screening

      The purpose of a background check is to ensure you make an informed decision. While a background check is not able to guarantee the future actions, attitude or effectiveness of a job candidate, a background check can uncover past problems that may ...
    • Third party due diligence - do you undertake pre-checks or the continuous monitoring of a database?

      We do both, that is pre-checks as well as ongoing monitoring. This allows you to deal with potential vendors as well as those who you have already engaged.  Our TPDD product is designed to undertake pre-checks before you on board a vendor. We assess ...
    • Identify and prevent risk behaviour before entering employment with integrity vetting

      Background screening and integrity vetting usually take place prior to a person employment within an organisation. - It gives you a completely unbiased view of an employees lifestyle in relation to his/her income - Helps you identify employees that ...
    • Data Privacy

      We are aware that we are working with individual’s private data and have ensured that consent is properly obtained, and that the information received is well protected in an encrypted system. In terms of the National Credit Act 34 of 2005, employers ...
    • Impartial Decision Making

      A third advantage to using decision-making models is to make decisions impartial. Decision making becomes largely objective and impartial, removing biases. Thus, unintended discrimination based on subjective or unwanted factors (for example – race, ...