Background checks for potential employees are common today. There are instances in which conducting this type of search may not be necessary. This is especially true if you have a long-time acquaintance with the individual and already know firsthand about the qualifications and the general background the candidate brings to the table. When it comes to candidates that you do now know, it does make sense to conduct a check on any candidate you are seriously considering for employment. Here are some of the reasons why doing do is in the best interests of you and your company. 

Basic Background Checks for All Positions

One of the more common mistakes that employers make is assuming they don’t need to conduct background checks on candidates who are seeking to fill positions which don’t require access to proprietary data. For example, what you may be looking for is someone who will be part of the company janitorial team. That person will never be talking with customers, does not need login credentials to access company data, and has no reason to view client invoices or billing histories. 

With this type of position, it pays to use a background check for two reasons. First, you want to confirm that the information provided on the job application and during the interview is accurate and complete. Basic background checks will make it easy to match up the details about past employment and education and determine if the candidate is being honest. That’s an important quality with any employee. 

Second, the background check will reveal any gaps or lapses in the information supplied by the candidate. Does the routine check on the driving record indicate there may be some recurring issue that would make you wonder if hiring the person as a delivery driver is such a good idea? If so, think twice before offering the job to that candidate. 

Advanced Background Checks for More Sensitive Positions

When you need to fill a position that does include access to proprietary information, there is no doubt that a background check is necessary. An advanced check will provide more comprehensive information that a basic one. This is important because you want to understand more about what has taken place in the candidate’s life in the last decade or so. 

While there are limits on the information that you can collect, there is access to data about any type of brushes with the law, including misdemeanors or more serious infractions. Depending on the nature of the charges, is it wise to allow this person access to billing data, customer lists, and other sensitive material? The findings of the background check will help you make a more informed decision. 

There is no reason to run a background check on every person who applies for an open position. Once you narrow the range of candidates down to four or five, that’s the time to obtain the necessary permission from the candidate to run a background check. Go over it carefully. If the results reveal anything that gives you a reason for concern, talk those over with the candidate and see what details are forthcoming. Depending on the responses you receive and the type of position you are offering, it will be easier to decide if the candidate is the right person for the job.