Your organization is only as good as the people who belong to it. You need to build your organization with people who possess the right skills, the right attitude, and a complementary fit in order for the organization as a whole to perform at its peak.
It follows that finding good hires is an essential strategic activity. In our competitive environment for excellent talent, it isn’t easy to know you have found a good potential employee in your pool of applicants, and a mistake can be very costly. You need to take advantage of every available tactic to minimize hiring risks and maximize your chances of finding a superior employee.
One of the most important strategies an HR manager can use is background screening. Every applicant who is good enough to pass an initial screening has a unique history that they try to present in the most flattering way possible. Your job is to get objective information to verify the resume and go beyond it to learn about the applicant’s relevant traits, training, and experience.
The evolution of the Internet has made it seem simple to find background information about people, but the accuracy of that data is sometimes questionable and the legal structures that guide how it can be used are complex. The rationale for background screening is strong and when used properly, it is a very cost-effective way to improve hiring and reduce human risks a bad hire often entails.
Our infographic, Tips to Bring the Right People on Board, offers a summary of the purpose and process of using background screening in your hiring process. Take a look:
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