Importance of background checks and what to know about them

Issues which include workplace theft, violence, and national security have made employers start using background investigations when doing the selections of their employees. Does Walmart Do Background Checks? Being a large employer, they have to.

There are various background investigation companies which are available, which offer employers with a simple routine check extensive investigation or just employment verification. This might include interviews with neighbors of potential employees. The questions which are normally asked during the background checks could range from how long the candidate resided in the residence to the number of times each year the candidate travels outside of the country.

Employment verification

During the process of selection interview, there is an opportunity presented to the recruiter or the manager who is hiring to ensure that they verify your work history. But the prospective employer has to do the background check as a way of documenting and collecting the information which is necessary as far as the job is concerned before a final job offer is given out.

Does Walmart Do Background Checks? Just like any other employer, they must do it. The checks involve previous employment which contain questions concerning wages, employment dates, positions, rehire eligibility. There are employees who limit the information provided to their prospective employers. As far as background checks are concerned, they are more than just employment verification.

History of residence

When background checks are being conducted, there will be an inquiry about your residential history. You will be asked questions about whether you rent or own which information might not seem necessary for purposes of employment. But there are some employers who ensure that they get to know your type of residence. Also if you have been living in the same apartment or house for several years, you could be viewed as a person who values stability as far as housing is concerned.

Many counties, states, and municipal government employers have requirements for residence. Therefore if you have lived in a jurisdiction which is approved, it is hard for you to be disqualified for employment just because of where you live.

Finances

Most of the background checks do contain questions in regard to your finances, such as whether you have judgments, tax liens or bankruptcies on your record. Employers such as financial institutions and banks might be concerned about recruiting a candidate who has accounts which are delinquent or have over-extended on their credit cards and mortgages.

This is due to the fact that it is believed employees who tend to be cash strapped or are experiencing a strain on their finances might be risky to be hired in such institutions. But as a job seeker, your rights can be protected by the Fair credit reporting act if you are subjected to adverse employment actions just because of your credit scores or your disclosures on your finances.

The type of inquiry which prospective employers make checks on your background involving candidate finances is normally referred to as consumer reports which can include more than just credit check. Under the FCRA, a prospective employee has to give the employer a written authorization so that these type of information can be obtained on them. The employee is entitled to a copy of the report which is transmitted to companies which check the credit score.

Criminal history

Application of employment has to ask about the criminal record questions for crimes which are above a misdemeanor. At the moment there is a debate going on as to whether screening job candidates using their history of crime is a kind of discrimination.

The equal employment opportunity commission in the USA provides guidance to the employers who are concerned when it comes to the impact that crime history inquiry might have on the applicant’s adversity. The employers are allowed to refuse to give employment to an applicant who has conviction but they cannot deny you employment if you were arrested but were not charged for the crime.

There are some state laws which vary from one state to the other as well as one industry to the next in regard to which candidate should be considered for employment. According to research which was carried in 2010, only 10% of employers admitted to having hired without carrying out background checks as far as the employee’s criminal record are concerned.

Clearance investigation

Jobs such as federal government agencies require security clearance, and thus, you cannot avoid going through the investigation. They include US department of defense, peace corps, national security agency, and branches of the armed forces. Apart from that, if you are an employer who is awarded contracts from the defense department, you will have to ensure that your staff is cleared.

Various levels of clearance require different background checks that include normal questions about residential and work history. But when it comes to top and secret, clearance might involve questions in regards to social history like drug use, and any mental illness treatment. You will also be asked concerning your character during the time the investigator will check with your close associates and neighbor. There is some clearance investigation, which might include questions about your connection to foreign nationals as well as your travel to other countries.

Sample questions

Here are some of the questions which might be asked when checking for references:

  • Can you be in a position to verify the employment of the candidate, pay, job title, and the responsibilities?
  • How well do you know the candidate?
  • Why do you think the candidate is a good fit for the job?
  • If you were given an opportunity, will you be able to re-hire this same employee?
  • What are the candidate’s biggest weakness and strength?
  • Was the candidate able to get along with other co-workers and the management as a whole?
  • Let me know how it is like to work with the job candidate?
  • What advice can you give me in regard to be able to manage the job candidate successfully?
  • What else is there that I should know about the candidate that I did not ask already?

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