Checkmate: 5 Overlooked Background Moves You Should Know

We do not know the time when chess first came into existence; however, its history can be traced back to about 1500 years. It remains a favourite in the world by a staggering 605 million gamers. Due Diligence Background Checks might be more recent than chess, but they are just as demanding of strategic thinking and don’t even count as a game. The goal of businesses is to create positive situations for everyone by hiring employees who can empower their employees, and not allowing them to be harmful.

However, many applicants who join your business do not have the most honest motives, which renders them ineffective performers, no matter how impressive the qualifications they have. Some make a handful of moves solely to benefit themselves, which are not related to the well-being of your business. Five crucial actions HR departments and businesses frequently overlook when conducting background checks of potential employees.

1. Not Selecting Expert Advice to Guide You

Don’t depend on your in-house team. They’re great at their job however, background checks differ from their field of study. The worth of a background investigation is contingent on the level of expertise and experience of the group that is conducting and evaluating the test. There are many Background Investigation firms, but not all are made equal. A majority of Consumer Reporting Agencies (CRAs) use speedy, low-cost criminal record searches that often are prone to data inconsistencies. The criminal database searches do not contain more than 70% of criminal convictions. You must ensure that the product you pay for is what you want. If you receive your results from a criminal investigation within three days, you are probably receiving the results from a database.

Do you realize that when don’t check the federal criminal record, you might miss convictions related to cash laundering IP Theft, Identity Theft, and human trafficking to name just a few? If you’re an IT-related company, IP Theft convictions should be a cause for interest.

2. Skimping on Cost

Certain companies opt to not bother the hiring of an external company, or reduce costs using a less expensive company that is less reputable. The short-term benefits could result in higher costs later on. The wrong hire can harm the company in a variety of ways, ranging from destroying their financials to damaging the reputation of their company. A company must also face the consequences of losing the employee and the impact on their coworkers. This is a concern for any time or money spent on training as well as the loss of efficiency while looking for and boarding an employee who is a fresh hire. Changes happen and an ounce of preventive measures is better than pain.

3. Not Enacting Deeper Dive Backgrounds on Key Positions

Beginning at the top, due diligence background screenings must be conducted on the board members as well as executive-level employees. Choose an independent external investigative service provider whose main business is to carry out deep due diligence inquiries at both the corporate and individual levels, with resources that span the globe. 20 per cent of CEOs have significant hidden or unreported problems in their backgrounds that are not discovered by the routine background checks for employees.

4. Lack of Sufficient Scrutiny on International Candidates

Foreign candidates may have information about their background from other nations. It is tempting to cut down on search effort and cost by limiting your background searches to the duration of the time that the candidate was in the USA or accepting these based on an internal suggestion. You must be wary of such a move. Foreign candidates could claim that they’ve earned degrees they have never received, which is invalid, or come from schools that did not exist initially.

5. Inclusion of Family Members and Friends in Background Checks

Numerous companies count on the word-of-mouth method for recruiting new employees. This is the reason why networking has always been given the most attention from those seeking work. Although recommendations could bring the best employees for you, however, don’t let this convince you to skip the full background checks. A person’s personality and attitude to work doesn’t always represent the other’s. The idea of excluding friends from background checks isn’t a smart idea.

Now You’ve Got Game

Background checks, ranging from routine to high-level, are a crucial step to protect your company from people who wish to influence the company’s future. They attract those who are looking to cover up their history. You now know the five mistakes to stay clear of and the five steps that every business should take about a background investigation. The game is on. It’s your turn