Background checks are an essential tool for any hiring process. But as technology changes the employment landscape, employers must be ready to adapt.
For example, companies can consider implementing continuous screening. This involves checking the background of current employees regularly. It also includes verifications of education and past employment.
Algorithms and AI
Background checks and background check services are essential to the hiring process. They allow employers to glimpse candidates’ personal and professional histories, helping them make the best hire possible. However, traditional background screenings are prone to errors and human bias. With objective algorithms, AI delivers a fairer and more equitable process by eliminating these biases.
AI is a powerful tool that can help companies conduct better employee background verification and checks by analyzing data more thoroughly than ever before. It can analyze social media, adverse and legal media, blocklists, legal records, and more data to identify connections and assess risk.
However, employers must be careful when using AI for background screening and ensure they are not discriminating against certain groups. The example of Amazon’s hiring algorithm biased against women illustrates how easily an employer could accidentally discriminate using AI in a background check. Employers must follow a few key steps when using AI, such as providing transparency, evaluating vendors for bias, and training employees on using AI in a background screening context.
Continuous screening
Most employers run a background check before hiring, but those checks provide only a snapshot of an employee’s past if they commit a crime or have their license revoked while on the job, their employer may not know until it’s too late.
Continuous screening, which alerts businesses to reportable changes in employees’ criminal records, has gained traction among some employers. However, employers must carefully craft disclosure and consent forms that reflect the program’s purpose and how it’s based on legitimate workplace safety concerns.
While continuous screening can help prevent the loss of valuable workers, it’s essential to consider the impact on morale when implementing this practice. Suppose longtime, loyal employees feel they’re constantly being accused of off-hours criminal activity that may or may not have anything to do with their work performance. In that case, it can be a significant source of stress. This can lead to poor workplace productivity and considerable business consequences.
Social media
As more candidates choose freelance work or short-term contracts, companies need to find new tools that allow them to verify their qualifications quickly. In addition, data privacy concerns are reshaping how background checks are conducted.
Social media screening, which searches job applicants’ online profiles for information about their demeanor and views, is gaining traction as part of a continuous employment background check. However, it must be used carefully to avoid privacy infringements and to ensure the insights gained are relevant to the candidate’s ability to do the job. Advances in biometric identity verification and robotic process automation (RPA) also improve the speed and accuracy of screening processes. In a highly competitive landscape, a well-defined, agile screening process is vital to attracting and retaining top talent. Developing one that can adapt when regulations change is the key to future-proofing your hiring strategy. Adding tools like alias checks, multi-jurisdictional criminal records searches, and verifications of education and professional licenses are essential to staying ahead of the curve.
Data privacy
Employers can run background checks on applicants, providing them with valuable information about a potential hire. This can help reduce employee theft, sexual harassment, workplace violence, and financial fraud.
The legal landscape surrounding data privacy is becoming increasingly complicated, and employers must comply with these stricter regulations. This will include implementing measures to protect individual data and ensuring it stays within the country where it is collected.
It is also essential to have a clear employment screening policy that specifies when background checks will be conducted. This includes deciding how far to look and the types of checks that will be performed, such as criminal record searches, credit checks, professional reference checks, driving records, and education verification. It’s a good idea to tailor the employment screening package by position, such as only running a credit check for parts that manage money and driving records for roles that require a driver’s license.