How to Do a Background Investigation on Applicants

How to Do a Background Investigation on Applicants

Investigating an applicant’s background is important to do before hiring them. Hiring managers should consider conducting a background investigation on applicants to minimize concerns about negligent hiring (Mathis et al., 2017). Reviewing an applicant’s criminal history, sex offender registry status, and credit report can help employers decide whom to hire.

Accordingly, employers should check an applicant’s criminal history. It can be done by requesting a background check from the local police department. The report will show any criminal convictions the applicant has (Mathis et al., 2017). If the applicant has any convictions, the employer should consider if the conviction is relevant to the job. For example, an applicant with a conviction for shoplifting would not be suitable for a position in loss prevention. Besides, employers should check an applicant’s sex offender registry status. The registry is a public record that lists sex offenders’ names, addresses, and offenses. Lastly, employers should check an applicant’s credit report. A bad credit score may be a sign of financial responsibility issues. A credit score also is a good indicator of an applicant’s trustworthiness. Our assignment writing services will allow you to attend to more important tasks as our experts handle your task.

Nevertheless, social media accounts can provide employers with a wealth of information about an applicant (Gerlach, 2018). It is important to consider the applicant’s online presence and activity when doing a background investigation. Reviewing an applicant’s social media accounts can give employers insight into their character and behavior. For example, if an applicant has made racist or sexist comments on social media, that would cause concern. Twitter, Facebook, and LinkedIn are popular social media platforms employers can use to screen applicants. The posts and comments an applicant has made on social media can tell their character. Therefore, employers need to consider an applicant’s social media activity when doing a background investigation. If an applicant has made negative or concerning comments on social media, that should be considered when making a hiring decision. 

References

Gerlach, E. A. (2018). The background check balancing act: Protecting applicants with criminal convictions while encouraging criminal background checks in hiring. U. Pa. J. Lab. & Emp. L., 8, 981.

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2017). Human resource management. 15^th Edition. Boston, MA: Cengage Learning

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How would you do a complete background investigation on applicants to minimize concerns about negligent hiring?