How should you conduct background screening when hiring friends?

Applications. Interviews. Screening.

Depending on your company policy, the hiring process has its own routine. But what happens if you decide to hire a friend? Should screening look different if you’re looking to hire someone you know?

Consider this.

Consistency matters. Offering special treatment to a new hire, even a friend, can get complicated. Ignoring best practices can lead to FCRA violations, give cause for lawsuits, delay hiring, or even jeopardize a relationship. Most lawsuits start because of inconsistency. Picking and choosing where to apply HR policy leaves your company open to liability. Apply screening policy consistently to everyone, friend or not. 

Stay specific. What kind of role would this person fill? Keep your screening specific to that job. For example, if they’re handling money, you may want to add a credit check to your screening plans. Are they driving a company vehicle? You might need to skip the credit report and look for a clean driving record instead. Target the exact screening needs of this job—no more and no less.

Keep it compliant. Screening is an employer’s main source of unbiased information about a new hire. But screening should happen in a way that complies with all state, federal, and local laws. Just because you might know who you’re hiring doesn’t mean you’re exempt from screening laws. Get consent before you start. Have a compliant policy and follow it to the letter, especially any adverse action steps necessary.

According to a 2018 survey by the National Association of Background Screeners (NAPBS), 86 percent of companies saw screening as a means of protection. But screening doesn’t just protect companies. It also protects employees. Whether the employee is a friend or another new hire, they all deserve the same level of protection and professional ethics.

Want to polish up your screening practices?  Contact ClearStar today.

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.