Three Questions Before A Background Check

In today’s hiring environment, companies often face the choice of making a careful decision or making a quick decision. If a background check process is too long and too complex, that candidate will likely end up somewhere else. But if a background check is not thorough enough, the wrong candidate might slip through the cracks.

What’s needed is an innovative platform like Reliantcy.com, which is a way of doing a comprehensive background check that also ensures that your company will win the war for talent. Based on its long track record of helping companies carry out global background checks and perform other workforce verification services, Reliantcy.com has come up with the 3 questions to ask before doing a background check.

#1: Are you using the right information?

Making the right hire is about more than just basing a decision on the details provided on a resume. We’ve all heard the stories of individuals who have made up educational and work qualifications in order to get the job they wanted. What’s needed is a way to form a comprehensive picture of a candidate’s background, especially when hiring for senior management roles.

As a result, background screening services such as Reliantcy.com now integrate factors like social media activity as part of a background check. Knowing what types of content a candidate is posting on social media platforms like Facebook and Twitter could turn up some red flags that will save your company significant money down the road.

#2: Are you complying with the relevant state and federal laws?

Regulations about screening candidates online are an important piece of the puzzle. As a hiring manager, you need to make sure that your company is not inadvertently discriminating against candidates based on protected categories such as race, sex, gender and religion based on their online activity.

That’s why companies like Reliantcy.com actively track all the relevant legislation on the horizon that could impact hiring compliance. For example, Ban-the-Box laws are sweeping the nation, and that fundamentally changes the game for companies. At one time, it was possible to disqualify a candidate from the very outset based on a prior criminal conviction; however, today that’s no longer the case. The game is also different for drug testing these days, given the push to legalize marijuana for recreational and medical use in many states.

#3: Have you streamlined the time-to-hire process for new talent?

The HR function has undergone a significant change in the past few years. It is now expected to play an important role in the war for talent. All industries are different, of course, but in some industries like technology, the pressure is on to hire as quickly as possible. Companies simply don’t have the luxury of waiting weeks for a background check. As a result, you need to ensure that you are using a background check service that is as streamlined as possible.

What companies need more than ever today is an innovative platform such as Reliantcy.com to help them hire the right candidates and manage their existing workforce. The global background check is a key part of that process. By keeping in mind the 3 questions above, you can ensure that you are in the best possible position to meet your organization’s talent goals.

Reliantcy.com delivers global background checks, occupational health screening and other workforce verification services through an innovative platform to help companies hire the right candidates and manage their existing workforce. 

Contact us at: direct: (800) 649-1243

email: connect@reliantcy.com

visit: www.reliantcy.com