The hiring process can be a difficult time regardless of the kind of position or number of placements being handled. Every person in a company forms helps contribute to the support network that holds the company together, and the failure of one individual could result in far-reaching repercussions for the rest of the establishment. With that in mind, HR personnel understand that the decisions they make regarding job offers could make a dramatic difference in the organization as a whole.
Still, not all businesses follow best practices when it comes to hiring and retention policies. While there is no set standard for who cannot be offered a position, and equal opportunity laws require that employers exercise nondiscriminatory practices, there are those who may not make good fits for certain companies based on past performance. Just as a worker with a standing history of tardiness or insubordination probably wouldn’t be the best team player, so too do other past personal trends impact the way an individual is likely to behave at work.
In order to determine which candidates are right, getting references and running background checks can be an easy start in finding undesirable patterns. Not all businesses look for these trends, though, a scenario that could cost the company later.
Examining Hiring Procedures
Some of the leading concerns when looking through a candidate’s history is where they have been and what they’ve done while there. This can apply to school, past jobs and even everyday hobbies and activities, depending on the kind of position and company applied to.
What can trip up HR personnel, though, are the things that aren’t as obvious when meeting a candidate for the first time. Looking over a resume and conducting an interview can present an idea of an individual that is either positive or negative, but it will not reveal everything about a person’s life. Making sure that the job history listed is in line with actual experience can ensure solid performance if the person is appointed, instead of being left with a worker who doesn’t actually understand the tools needed to do the job correctly.
More importantly, it seems that one of the biggest stumbling blocks HR personnel encounter with background checks is whether a person has a criminal history. A CareerBuilder survey stated that about half of all companies have hired workers with a record of past offenses due to poor checking habits or a complete lack thereof.
Part of the problem here, the source reported, is that former offenders fear they will be overlooked for a position based on their past indiscretions. On the other hand, CareerBuilder wrote that employers are more likely to pass over a candidate that lies about this sort of thing, as it makes that person seem even more untrustworthy. The important thing, though, is for the ex-offender to point out the lessons he or she learned from the experience and what kinds of changes have occurred in habits, thinking and lifestyle since that time.
The Right Background
Identifying previous offenders in the hiring pool is essential for companies, as even though these individuals may have changed behaviors since then, HR personnel may not want to make certain placements based on criminal histories. Banks could be skittish of extending a job offer to someone with a history of theft or forgery, while childcare and healthcare facilities would be wary of those with violent offenses.
Companies do need to be careful how they search for this information, though. If a business specifically pursues only criminal records on certain potential employees, it could result in a discrimination issue. However, looking at a wide range of background data for all applicants will give the human resources department much better insight into the kinds of people they are considering bringing into the corporation.
Seeing as every individual can pose a major impact into the success of themselves, their coworkers and that of the business itself, it makes sense that this step would be mandatory among all organizations. Sometimes companies leap at a candidate without looking at their backgrounds first. HR personnel should use the results of these searches to encourage more dialogue with candidates, as this can also help eke out the best choice.
Stay ahead of the curve and help avoid costly employment issues with Sage Employer Resources. An online encyclopedia featuring thousands of pages of employee benefits and human resources-related content about topics that every business needs to know, including HR and employment information on key topics such as interviewing, hiring, background checks, performance reviews, and termination.