Employment Background/ Pre-employment Screening

Given recent employer grievances in the US, how can companies reduce risks in their employment background check/pre-employment screening processes? Basically, when employers outsource these background checks to an external/ 3rd party background screening provider, it is essential to fully comply with the Data Protection Act 1998 legislation and to "stick" to the following steps:

Firstly, employers must explain to candidates the need for an employment background check/pre-employment screening. Businesses must also obtain employees' written consent ("Authorisation to Provide Information") before conducting this check.

Secondly, companies may not send a "rejection letter" to a candidate until their oral screening, along with the AML/credit check, is complete. Only then can you decide whether to recruit this person. In the case of a rejection outcome, you should fully explain the reasons why you have arrived at this conclusion.

Lastly, all organisations must follow the stages above when conducting employment background checks on potential candidates. It is paramount to implement a comprehensive pre-employment screening policy. You also need to be careful when selecting a 3rd party employment background screening provider. I suggest you first contact your chosen pre-employment screening supplier to learn what services they offer and how satisfied their current clients are with their performance. In this industry, the quality of employment background checks varies significantly from one company to another.