In light of the recent uprisings in crime rates across some sections of the country, one can’t really take too many safety measures these days. It’s easy to forget how difficult it would be to remain physically secure in the real world if we did not know who we are hiring.
Of course recruiters, interviewers, managers, and company owners are the most common users of background checks are. There are a number of reasons why checking the background of an employee is not optional, but a critical aspect of the recruitment process.
1. It helps them keep individuals with a violent/sexual criminal charge out of the office.
2. Reveals if a potential candidate has a history of theft, B&E, robbery, illegal hacking, etc. that can compromise financial and/or physical safety in the office.
3. Infractions such as a poor credit score and massive unpaid debts indicate that the applicant is ill-suited to handle money.
4. Hiring a driver/truck driver with a past DUI record may hold the employer legally liable if they are in an accident on the job. A DUI is a criminal offense and a background check will reveal that.
5. The employer can verify if the applicant really has the education/experience they are claiming to have.
It’s unfair to state that all past convicts are beyond redemption and they should not be given a job, but that is a variable sentiment. Some situations and work environments are just not suited for certain ex-cons, while at others, their record may not even be relevant in relation to the job on offer. Either way, the employer has the right to know who they are hiring and then decide accordingly.
On a good note: Background checks may also reveal positive attributes about applicants that may actually make them a better candidate for the job. Background checks are a cost effective way to learn one’s past and current history to make sure they are suitable for the position your company is hiring for.