Different Types of Background Checks Employers Should Perform

Employers' primary means of obtaining information about prospective candidates from

sources other than the applicants themselves are background examinations and reference
checks. A background examination includes assessing whether an individual is unqualified
for a job due to a criminal record, motor vehicle violations, poor credit history, or
educational or work history misrepresentation. Generally, a reference check includes
contacting an applicant's former employers, colleagues, peers, and educators to verify
previous jobs and collect details about the individual's experience, qualifications, abilities,
and character.
What is a background check?
A background check verification process is a method used by an individual or organization to
ensure that everyone is who they say they are. Background checks allow you to review a
person's criminal record, schooling, job history, and other past activities to ensure that they
are correct. You may be required to undergo a background check while applying for a job.
Background verification is the method of confirming the validity of a person's or company's
work background, commercial records, financial records, criminal records, and other
activities. The digitization of many public documents in India, such as voter identification
cards, driver's licenses, PAN cards, academic certificates, police records, and court records,
has made it easier to scan entities quickly. With so much information available online, some
for free and some for a fee, there is a fine line between what can be vetted and what
cannot. Both the employer and the employee can find it confusing.
What type of background check do most employers use?
There are many types of background checks that are used in various cases. We've compiled
a list of 11 of the most popular forms of background checks and what each one entails to
help you better understand each one, including:
1. Criminal History Check
When you hear the word "background check," the first thing that comes to mind is a
criminal background check. In cases where an individual or agency wants to know about the
applicant's previous criminal activity, a criminal background check is needed. Criminal
background checks are often conducted to determine whether an applicant poses a threat
to consumers or creates an unhealthy work atmosphere. A criminal background check
usually requires the following record searches:

 Crime databases on a broad scale

 The justice courts of the county
 Criminal backgrounds from both the federal and state levels
 Registries with sex offenders
 Terror watch lists exist both in the United States and around the world.
It's important to remember that various states use different types of criminal background
checks, such as a name-based search of job records or a national fingerprint-based check.
It's important to understand what your state's laws allow employers to do.
2. Verification of Previous Jobs
Confirming a candidate's previous job experience is one of the most critical background
checks employers can undertake. Employers and hiring managers can use an employment
verification check to look back at a candidate's previous work background, which can
provide details about their job stability, honesty, and loyalty to an organization. It may also
raise doubts about gaps in job history and the reasons for companies' limited tenures. Prior
job verification will usually confirm:

 Dates of work start and finish

 Salary for titles held
 Job responsibilities or job description
 The reason for your termination or departure from the company
It's important to double-check that what a candidate claims to be their work history is, in
fact, their work history. Before making a work offer, this form of background check will
thoroughly vet any applicant.
3. Verification of Education
While attending is not the same as graduating, an education verification review is the only
way for hiring managers to accurately assess a candidate's education on a resume.
Academic verification is mainly used to confirm or reject an applicant's claimed level of
education and where the education came from on an application. Employers will verify this
with an education verification audit.
4. Reference Check
Requesting references from job candidates is a standard procedure for employers. These
reference tests will help you get a sense of how a prospective employee would fit in at work.
It also gives hiring managers the opportunity to inquire about previous results and double-
check everything the candidate said during the interview or on the application.
Employers should conduct reference checks with open-ended questions to make the
interview as conversational as possible. This will ensure that the responses you get are more
than yes/no and that you get as much knowledge from the reference as possible.
5. Drug Testing
Certain sectors, such as driving or aircraft, need drug and alcohol monitoring on a regular
basis. These tests are used to assess whether or not a person's system contains alcohol or
illegal substances. These assessments ensure that the current or prospective workers are in
a good mental condition, are not impaired, and can be trusted to perform at work.
These types of checks normally necessitate some advance planning and can only be carried
out with permission. These drug tests are often processed as five-panel or 10-panel
urinalysis, hair testing, and Breathalyzer tests.
6. Check the Sexual Offender Registry
Companies should allow prospective workers to conduct a Sex Offender Registry Search. A
background check like this would eliminate the possibility of recruiting someone with a
history of sexual offenses. For those hiring positions that deal with children, colleges,
education, or day cares, a thorough background check is needed. Doing this background
check on candidates will help an organization minimize the risk of sexual assault or abuse in
the workplace. If this isn't done, it may lead to allegations of negligent hiring and litigation.
What are the benefits of Background Checks?
Employers and hiring managers may benefit from requiring work candidates to complete an
online background check by:

 Make an educated hiring decision: Armed with thorough details, you can rest assured
that you're making the best hire possible.
 Workplace risk reduction: You will find out whether a candidate has a history of abuse
by looking at their related criminal history.
 Verify the claims of the candidates: Background checks may be used to validate a
person's claimed identity, qualifications, education, and experience.
 Reduce the likelihood of accusations or litigation based on negligent hiring: If an
employer realized (or could have learned by due diligence) that an employee was a
substantial hiring danger, negligent hiring charges arise. Utility companies, delivery
companies, hospitality businesses, nursing homes, hospitals, and real estate are only a
few of the industries and businesses where negligent hiring claims are common. It's in
your best interest, regardless of your industry, to prevent a negligent hiring argument by
adequately screening applicants.
Conclusion
To avoid taking on unnecessary risk, all employers should perform a background check on
new or prospective workers. Various background check for recruits is a thorough and easy
way to screen prospective workers, and it will give you a wealth of details in minutes.
Traditional pre-employment background checks will take days or weeks to complete and
provide you with the details you need before hiring anyone.