What Does a Top Recruiter Look for in a Background Check?
Author: TriStarr
One of the tools a top recruiter uses to evaluate quality candidates for an employer are background checks. Beyond verifying that the candidate is the person they purport to be, conducting pre-employment background checks can reduce a company’s risk and liability, ensure compliance with professional and legal requirements, and enhance a company’s credibility. Background checks can help a recruiter assess a candidate’s character, skills, job performance, and compatibility within a company.
Tools of a top recruiter
Employment history
A top recruiter verifies employment history to ensure the candidate is being honest in their application and to evaluate past performance. This may include job titles, places and dates of employment, and reasons for leaving.
References
References give a top recruiter the opportunity to get to know a candidate from people who know them well, personally and professionally. While candidate supplied references are likely to speak favorably of the candidate, they provide insight into the person’s character, work ethic, skills, ability to work with others, and how the person would fit into company culture.
Education, professional licensure and certifications records
A top recruiter may confirm educational history or professional license or certification records for positions that require a specialized degree or professional credentials. Often, this is conducted by a recruiter through a request for an official transcript. In addition to verifying the accuracy of the information provided by the candidate, a recruiter is looking for demonstrated proficiency and skill.
Criminal records
Criminal records can help a top recruiter determine if the candidate would be responsible, reliable, honest and safe as an employee. A criminal record does not necessarily disqualify a person from employment. A top recruiter must evaluate the candidate’s criminal history and any mitigating factors with the nature of the job to determine whether the record is relevant to the hiring decision. The Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws and restricts how and when a criminal record may be used in the employment process. State and local governments may further restrict how a criminal record is used for employment.
Driving record
For positions that involve driving or operating heavy equipment, a top recruiter may request a state Department of Motor Vehicles (DMV) report to ensure there are no driving-related offenses. A history of such charges may indicate that the candidate could increase company liability or endanger others while operating a company vehicle. Even if a position does not involve driving as a regular job duty, a top recruiter may request a DMV report if the candidate will have access to a company vehicle.
Financial history
A top recruiter may request a candidate’s credit report during a background check to determine responsibility and financial management ability. This is especially useful for positions like accountants or where the candidate will have access to funds, such as a managerial role. The Fair Credit Reporting Act (FCRA) protects certain information, such as older bankruptcies, civil suits, judgments, arrest records, and paid tax liens, as well as medical provider information. Use of a credit report may be further restricted by municipal and state laws.
Social media
Social media posts give a top recruiter an unfiltered view of a candidate’s public personality and reflect on their character, professionalism, and judgment. A top recruiter may also use social media to evaluate digital literacy, which is especially important for many hybrid and remote jobs. It has been estimated that 67% of employers have reviewed a candidate’s social media during the hiring process and that 54% have rejected a candidate based on what they saw.
Once the background data is gathered, either through a third-party service or in-house, a top recruiter skillfully interprets the data to put together a comprehensive depiction of the candidate. A thorough analysis is conducted with factors such as the job duties, responsibilities, risk and liability potential, and company culture to provide the employer with the best match.
TriStarr recruiters expertly match employers and candidates in southcentral PA.
TriStarr has more than 30 years of helping match employers with the best candidates, whether for temporary, temp-to-hire, or permanent placements. Our HR consultants have become experts at assisting companies with a wide variety of HR challenges, from compensation and benefits to behavioral assessment and team building
Learn more by contacting our team of hiring experts online or by calling us at 717-560-2111.
One of the tools a top recruiter uses to evaluate quality candidates for an employer are background checks. Beyond verifying that the candidate is the person they purport to be, conducting pre-employment background checks can reduce a company’s risk and liability, ensure compliance with professional and legal requirements, and enhance a company’s credibility. Background checks can help a recruiter assess a candidate’s character, skills, job performance, and compatibility within a company.
Tools of a top recruiter
Employment history
A top recruiter verifies employment history to ensure the candidate is being honest in their application and to evaluate past performance. This may include job titles, places and dates of employment, and reasons for leaving.
References
References give a top recruiter the opportunity to get to know a candidate from people who know them well, personally and professionally. While candidate supplied references are likely to speak favorably of the candidate, they provide insight into the person’s character, work ethic, skills, ability to work with others, and how the person would fit into company culture.
Education, professional licensure and certifications records
A top recruiter may confirm educational history or professional license or certification records for positions that require a specialized degree or professional credentials. Often, this is conducted by a recruiter through a request for an official transcript. In addition to verifying the accuracy of the information provided by the candidate, a recruiter is looking for demonstrated proficiency and skill.
Criminal records
Criminal records can help a top recruiter determine if the candidate would be responsible, reliable, honest and safe as an employee. A criminal record does not necessarily disqualify a person from employment. A top recruiter must evaluate the candidate’s criminal history and any mitigating factors with the nature of the job to determine whether the record is relevant to the hiring decision. The Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws and restricts how and when a criminal record may be used in the employment process. State and local governments may further restrict how a criminal record is used for employment.
Driving record
For positions that involve driving or operating heavy equipment, a top recruiter may request a state Department of Motor Vehicles (DMV) report to ensure there are no driving-related offenses. A history of such charges may indicate that the candidate could increase company liability or endanger others while operating a company vehicle. Even if a position does not involve driving as a regular job duty, a top recruiter may request a DMV report if the candidate will have access to a company vehicle.
Financial history
A top recruiter may request a candidate’s credit report during a background check to determine responsibility and financial management ability. This is especially useful for positions like accountants or where the candidate will have access to funds, such as a managerial role. The Fair Credit Reporting Act (FCRA) protects certain information, such as older bankruptcies, civil suits, judgments, arrest records, and paid tax liens, as well as medical provider information. Use of a credit report may be further restricted by municipal and state laws.
Social media
Social media posts give a top recruiter an unfiltered view of a candidate’s public personality and reflect on their character, professionalism, and judgment. A top recruiter may also use social media to evaluate digital literacy, which is especially important for many hybrid and remote jobs. It has been estimated that 67% of employers have reviewed a candidate’s social media during the hiring process and that 54% have rejected a candidate based on what they saw.
Once the background data is gathered, either through a third-party service or in-house, a top recruiter skillfully interprets the data to put together a comprehensive depiction of the candidate. A thorough analysis is conducted with factors such as the job duties, responsibilities, risk and liability potential, and company culture to provide the employer with the best match.
TriStarr recruiters expertly match employers and candidates in southcentral PA.
TriStarr has more than 30 years of helping match employers with the best candidates, whether for temporary, temp-to-hire, or permanent placements. Our HR consultants have become experts at assisting companies with a wide variety of HR challenges, from compensation and benefits to behavioral assessment and team building
Learn more by contacting our team of hiring experts online or by calling us at 717-560-2111.
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