Failing to Perform Background Checks Can Lead to Risky Outcomes

In every field of work, someone who goes into HR or a similar type of management might be described as extroverted and a “people person.” And people who love people are sometimes idealists who believe that all people are good.

The reality, though, is that even people with generally good intentions are known to stretch the truth in order to achieve the desired outcome…like getting hired for a new job. In March 2020, The Ladders reported that 30% of people surveyed admitted they had either lied or “bent the truth” on a resume. With that statistic in mind, how does a failure to run background checks on resumes create risk for an employer?

Background Checks of Candidate Claims

When a candidate gets hired based on misrepresented experience or credentials, the employer ends up spending valuable time training to fill that person’s knowledge gaps rather than seeing the immediate benefits of a new hire who could have hit the ground running. Not only do those training efforts take time away from the manager’s day to day efforts, but they also take the manager away from assisting other employees as well. The amount of productivity lost because of a single candidate’s false claims can have a snowball effect throughout a team, department, or company.

Background Screening for Criminal Behavior

The laws surrounding whether or not criminal records can be requested and how they can be used by potential/current employers vary by location and field of work. But certain types of criminal charges and the resulting outcomes can be predictors of a candidate’s success or suitability for a particular role. Pre-employment background screening for criminal history can protect an employer from workplace violence, dangerous behavior caused by intoxication, and other risks.

Screening Protocols are Risk Management

The examples above are just two of many opportunities for background checks to protect an employer from future financial and safety risks. Additionally, when poorly vetted employees create problems for coworkers, clients, or customers, they open the door for legal action. Turns out that negligent hiring practices are hard to defend in court.

Ask ClearStar about how our 25 years of experience assisting employers with recruiting, background screening, drug screening, and more can help your company minimize the risk of hiring poor quality candidates.

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.