By Paul Cecala, October 18, 2019
At latest count, employers have approximately nine (9) different forms of background checks they conduct on prospective candidates. The question most job seekers ask is why when they should be asking, ‘what will they find out about me?’. This article will look at the basics behind the most common checks employers perform.
A rundown of the nine checks
1 & 2. Most job seekers expect employers to contact previous employers and references. What will these people say about a candidate? In most cases, not much. In fact, employers are enforcing policies forbidding anyone but HR to respond to requests for References or Employment Verifications.
Further, the HR department will typically only verify a few specific pieces of information: Title, dates of employment, maybe salary, and maybe reason for separation. However, smaller companies are less aware of current trends and often give more information or are less sophisticated about what they should or should not say.
- Many job seekers are used to being Drug Tested, usually by urinalysis. However, in recent years, as testing has become more exact and reliable, employers are switching to blood and hair follicle testing. With the rise in industries under Homeland Security oversight, more and more employers are being forced to increase their use of drug testing.
- Another familiar background check is the Criminal History Check. Is there a need to discuss the purpose of this task? What may be more important is what the employer actually learns when the check is done.
- Employers have been performing a Driving History Check for many years, especially when the job involved the use of vehicles (theirs or the candidate’s). Irresponsible drivers are irresponsible employees is the thinking here.
- For many job seekers a surprising addition to the background check is the Credit Check. Like with the Driving History, employers believe that someone who is irresponsible with their own money will be irresponsible on the job. This is even more important for jobs involving money and may be required for banking and related jobs.
- A recent survey conducted by a major nationwide employment agency found that more than 30% of executives have lied about their educational background when applying for jobs. A SHRM Study found that more than 50% of candidates lie about something on their resume or application. That has caused an increase in the quality and completeness of Education Records Checks. Now employers expect candidates to have their schools provide official copies of transcripts showing graduation.
- In jobs where the candidate will be exposed to or may be exposed to communicable diseases, employers may ask for limited access to specific Medical Records. This is one of the tricky checks because federal law places very strict limits on who can see what about a person’s medical background. But, in instances where the employer needs to protect the employee from potential health hazards, exceptions are allowed.
- The final check to discuss is often the scariest for many candidates the Internet Search. A 2008 study by Kelly Services found that more than 68% of employers were conducting internet searches on candidates, often even before the candidate is interviewed. 46% reported going to Facebook, 43% went to LinkedIn and almost all who did an internet search, checked Google. A more recent SHRM Study found that nearly 80% of HR Departments use a social media search on candidates and more than 65% use LinkedIn as their first or primary internet source of information on candidates. Of those who did an internet search, nearly all employers (over 80%) said negative information found was more impactful than positive information. That is to say, one could lose an opportunity if bad things were found; but one may not gain an opportunity if the information is positive. What will an employer learn about you?!
Why do employers do these checks?
The NJ department of Labor asked employers to define the cost of hiring a new employee. It was reported that the first year of employment can cost an employer more than 150% of the employee’s salary. Simply the cost of a standard benefits package combined with taxes and lost productivity during initial training. Finding the right employee the first time, making a good hire, is incredibly important to containing costs. Spending extra time and money in the hiring process can ultimately save the company thousands of dollars.
Beyond simply saving money, finding a candidate whose personality fits the company’s culture is also important to finding the right hire. Consider that approximately 25% one’s life, nearly 50% of one’s waking hours, are spent at work. Finding people that will work well together is significant to the success of an organization.
Yet, the hiring process involves relatively few contact hours and opportunities to learn about each other. In the past a candidate may spend one to two hours in interviews with an employer. Today, employers are having candidates meet with between three to five interviewers, sometimes more, over two or three meetings. Then conducting ever more aggressive background checks to increase the information available to their decision is naturally a part of an employer’s due diligence in hiring. Of course, whether or not candidates agree with this rational is immaterial. Employers are in control of the background check process, not the candidates.
What can candidates do about this?
It is the candidate’s responsibility to ensure that employers can find only the most positive of information about him/her. Candidates need to preview and prepare the people a future employer may contact. Taking steps to improve one’s background is one’s own responsibility. I have put together a comprehensive look at the background checks and ways to ensure yours presents your best image. Contact me to schedule a one-on-one review or group presentation.
Paul Cecala
Paul Cecala, a Global Career Developmental Facilitator (GCDF) certified career coach, is a principal at Cecala Career Consultants with decades of experience as a career coach helping individuals with finding career success. He has taught over 500 seminars and workshops on conducting successful job searches. Mr. Cecala can be reached at pcecala@cecalacareer.com . Follow him at: https://www.linkedin.com/company/cecala-career-consultants.
Paul Cecala can help you navigate to your success. Learn more about his services here.