by Lewis Wuest

Created on: November 30, 2010   Last Updated: December 01, 2010

How to Perform Employee Background Checks

Every business, large and small, must make a decision whether or not they want to conduct background checks on job applicants, keeping in mind that a background check can prevent problems later. Once the decision is made to perform background checks on applicants, the employer must decide whether or not he/she wants to conduct the background check or have it completed by a professional. Having it completed by a professional can be expensive, especially if there are numerous applicants and the first ones fail the background check.

Background checks are not always black or white. There may be some concrete information in the applicants past that disqualifies them from the job. Many other times it will be information obtained that the employer must try to confirm in some way, such as a negative comment from a person. At times people harbor a grudge for some prior grievance and now see the way to get back at the applicant. When performing the background check an employer needs to keep this in mind and not only ask about any issues with the applicant, but also any issues between the applicant and the person you are interviewing.

Performing a background check may change the way an employer has handled filling vacancies in the past. Many times a business owner takes the application from the applicant, scans the document quickly, talks to the applicant for a few minutes and makes the determination right then, or they set the application aside for a few days to see who else may apply, without looking at the application after that first initial glance. A thorough review of the application is an employer’s first shot at avoiding problem employees or in the extreme, employees that are going to steal from the business or cause problems with customers.

If an employer chooses to do their own background checks the process must start with a complete and thorough job application. In addition to complete identifying information such as full name (and any other names used), date of birth, social security number, etc, the application must ask for the applicants last ten years of employment and addresses of all residence lived in during that time as well as any arrests or convictions at any time.

Again, don’t skim over the application in front of the applicant, it is too easy to miss errors or inconsistencies if the applicant is standing there watching you. Tell the applicant you need to review their application as well as the

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