Do You Want to Be Your Company’s Background Checker?
March 4, 2009
My hometown paper recently published a nice piece that got me thinking about what would happen if organizations decided to cut costs and do background checks themselves…
Background checks are the final step before hiring for many companies
The résumé looks good, the interview went well, and a job offer has been made. The offer is contingent on a background check, of course, but that’s nothing more than a credit check and a quick call to the county court. Most of the time, it’s a mere formality.
Except when it isn’t.
Click to read the full story.
The article didn’t focus on this angle, but I wouldn’t be surprised if companies asked this of themselves and I thought I’d weigh in.
If doing the background check meant calling a “reference,” someone everyone already knows will say wonderful things and tell you you’re a fool if you don’t hire the candidate? I can understand that.
But designing and executing a compliant, consistent background check program? Especially when it’s a lot more than “a credit check and a quick call to the county court.” A program that protects and serves the sometimes competing interests of candidates and employers? Creates screening solutions that give the highest return on investment and adheres to applicable federal and state laws? Probably not.
And that’s ok. It really is. As a former Rochesterian, I can no more build a camera or make one of the finest gastrointestinal dishes known to man. So the comforts you get by entrusting a background check company to protect your organization are certainly worth the investment.
For example, I know of one huge problem that comes with conducting criminal background checks in my home city. And I didn’t read it anywhere in this article. And that’s ok too. This reporter isn’t an expert in background checks. But we are. And if you want to know what it is, we’re just a phone call away…
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