It is nowadays considered standard practice to check employment applicant’s backgrounds, before taking them on board; or even before proceeding any further with the recruitment process. Things that are checked here include the likes of applicants’ criminal records, the applicants’ working histories, and the applicants’ financial histories, before taking them on board.
In the earlier years, when this practice began, people always knew why it was being done (in a situation where knowing why you are doing something is likely to help you do it better).
But as the years went on, and the practice became more and more of a standard practice (with the people who initiated it gradually leaving the hiring scene), we started seeing a trend where more and more people involved in hiring don’t actually know why they do it. This, almost inevitably, would lead to a situation where important things were overlooked, or where the whole background checking thing was haphazardly done; being as it came to be seen, ‘just a formality.’
It is from such a background then, that it becomes necessary to remind ourselves why we actually need to check employment applicants backgrounds keenly; so that we can be motivated to do the checking more thoroughly.
One, and (perhaps the most obvious reason as to why) you need to check employment applicants’ backgrounds before taking them on board is to avoid ending up with people who have criminal tendencies on your staff. It is worth keeping in mind that most workplace crimes tend to turn out to be ‘inside jobs’ – carried out by, or with help from, employees. Yet all it takes, sometimes, to avoid things like this is to conduct a simple criminal record check and avoid bringing on board people with dubious pasts. You may be clement, of course, and decide to bring people with dubious pasts who have ‘reformed’ – but it helps to at least be aware of those pasts.
The second reason as to why you need to check employment applicants’ backgrounds before taking them on board is to avoid bringing saboteurs into your organization. A simple background check can, for instance, help you avoid bringing on board spies or people who simply have a (pathological) inclination to bring down their employers.
The third reason as to why you need to check employment applicants’ backgrounds before taking them on board is to make your workplace safer. Thorough background checks can often unearth violent tendencies, for instance, and help you avoid bringing prospective employees with such tendencies on board. Those unfortunate cases we hear every so often of people snapping at work and start to shoot others tend to be things that could have been avoided, by doing thorough pre-employment screening.
The financial history checking part of employment applicants’ history can help you avoid taking on board people who are financially irresponsible. These people tend to be very poor workers, as they tend to be less in control of their lives.
Yet not all the reasons as to why you need to check employment applicant’s backgrounds are aimed at avoiding negative things. There are more positive reasons as to why you should do this too. Checking employment applicant’s background can, for instance, show you who are likely to be most productive people to bring on board. It can also lead you to getting employees who have leadership potential and who can be very useful in a growing organization.
Using this line of reasoning, you can identify a thousand and one other reasons as to why you need to check employment applicants’ backgrounds before taking them on board. And knowing why you actually do it (the checking), rather than just doing it as a ‘formality’ can help you do it better and subsequently get better results out of it.
ABOUT THE WRITER
I am just another simple guy you come across daily. like writing articles on the various topics of Internet marketing and small business to help others grow in their own businesses.