Dear Dan: Our employees have access to sensitive information and need to be totally trustworthy. We’ve made good hiring choices until now, but as we grow I’d feel better if we did background checks. What should we look for? – Help Wanted
Dear Help Wanted: Background checks can sniff out false or misleading information on a job application or resume. And since studies show that nearly half of all job applicants admit (in private, at least) to submitting bogus info, odds are good you’ll find something.
For certain jobs, federal and state laws even require background checks, notes Elizabeth Milito, a senior attorney with the Small Business Legal Center in Washington, D.C. And you may be prevented by law from hiring someone convicted of a particular offense.
For example, says Milito, nearly all states require a background check for anyone who works in a health care facility or with children. Beth Clemons, of Clemons Bus Lines in Minnesota, says that background checks are a standard hiring practice at her business. “Running a background check is about protecting our clients, which happens to be kids,” she says. “We make sure that the person we hire is who they say they are.”
Although state laws differ on the types of background information employers can obtain, here are some of the basics you should know:
• School records: Most schools won’t release records without student consent, and some will release information only to the student directly.
• Credit reports: A job applicant’s written consent is required for a credit report, and many businesses put a request for such consent on their standard job applications.
• Credentials: A wide range of earned credentials, licenses or certifications can be checked via the issuing agencies. Many state licenses are available online and provide date issued, current status expiration date and in some cases disciplinary actions or complaints.
• Employment history: This typically means confirmation from past employers of employment dates and position held. Few employers are willing to provide much beyond that.
• Bankruptcies: Beware that Federal law prohibits employers from discriminating against applicants because they have filed for bankruptcy. Thus, says Milito, “You cannot decide not to hire someone solely because he or she has declared bankruptcy in the past.”
• References: Reference checks are an employment staple, but many employers fail to ask the right questions or probe very deeply. Professional verification can help. •
Daniel Kehrer can be reached at
editor@business.com.
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