Most job applicants understand the importance of honestly representing themselves in their resume and other application materials. That said, there are also many that see no harm in telling a small white lie here and there. In fact, it is estimated that roughly 78% of all job applicants give it a try.
So, how do a handful of HR professionals keep a tidal wave of resumes from turning into a deluge of dishonesty to ensure that applicants are who they say they are? HR background check software may be able to help with that.
Here are some important questions that the software can help answer before you extend a job offer:
Does the applicant’s background match up with the information provided?
You may turn to their references when verifying an applicant’s qualifications. While references are often happy to tell you about the applicant and what their strengths and weaknesses maybe, they might not be able to give you the full picture.
Plus, it is truthfully pretty simple to create a phony work reference. A phone number and a friend with an official-sounding voice are all you need. However, BCS will match an applicant’s employment history against their I-9 tax forms and let you know if there are any mismatches.
Does the applicant’s background make me question their integrity?
Roughly 1 out of 3 Americans are arrested by the time they turn 23. Of course, there is a big difference between a violent offender and a protestor. Even so, it can take time to thoroughly comb through an applicant’s past to confirm that their character is not questionable. Good software makes the distinction between jaywalking and assault clear.
Additionally, BCS applications do not limit their search to one aspect of law enforcement. They may utilize federal data banks, sex offender registries, or records from state and county offices. Some even make use of social security number traces in the case that an applicant leaves out or misrepresents a former location.
What other information do I need to know?
The extent of the background check required will largely depend upon the position for which you are hiring. For example, a prominent government position will probably require quite a bit of security clearance, whereas a standard secretarial job may require just a basic reference check. The good news is that depending on the position, you may be able to automate the background check with the right software.
For example, if a clean driving record is essential to the job, you can find software that delves deeply into the National Driving Registry. This is often where state DMVs check before issuing a license to new drivers.
If the job requires a clean financial record, you want to have software that can comb through three major credit bureaus: TransUnion, Experian, and Equifax. Fortunately, most background software programs check them all. Even if terrorism is a concern, you can set your BCS system to check The Terrorist Watch List for both known and suspected terrorists.
Ensure that you are hiring the talent you can trust with HR background check software
HR background check software’s greatest strength is its thoroughness and convenience. You do not have to spend hours searching the dry files of your candidates’ past in search of dark spots; the technology takes care of that for you. Find the right HR background check software for your business today.