Law 

4 Common Screenings in Background Checks

Background checks are commonly performed when you’re considering hiring someone. You want to make sure the potential hire is truthful in his or her communications with you and isn’t hiding anything. Here are four common screenings in background checks.

1. Health Screenings

Occupational health screenings can be as cursory or as thorough as you need. The most common components are drug panels and basic physical examinations. Certain positions may require more extensive drug panels and breathalyzer tests. Cognitive exams are a good idea when the job involves skills such as memory retention and hand-eye coordination and mental health exams may also be included in a health screening as needed.

2. Credit Checks

This type of screening is typically done for people applying to positions related to finance. Not only do you need to confirm whether the applicant will be capable of the tasks associated with the position, but you may also need to confirm that the applicant’s personal finances won’t influence or cause a risk to his or her work. Keep in mind you should carefully review your state’s and the federal government’s requirements for credit background checks, as you need to prove your need for such a request when you make it.

3. Criminal Histories

Perhaps the most common background check done on potential hires, a criminal history check confirms that the applicant has no criminal history or isn’t lying about his or her criminal history. These are so commonly performed that they’re rarely conducted in-house. Instead, they’re relayed to professional background checkers who understand the federal background check guidelines and the proper way to conduct a criminal background check. The main reason criminal histories are so commonly checked is to avoid claims of negligent hiring processes.

4. Employment Histories

It’s uncommon, but occasionally you will find people have lied on their resumes about aspects of their employment histories. You can easily conduct an employment history check on an applicant. Most often, falsified information consists of embellishments of accomplishments and experience, but job titles and roles, employment dates and previous employment may be falsified as well. Your human resources department can contact the listed former employers to verify all included information.

These are only some of the most common aspects of a background check. Depending on the organization, the job opening and the type of work required, there may be fewer necessary screenings or more needed, such as educational histories and national security checks.

Related Post