Name: Haiqa Sheikh
Class: BBA (4)-5E
Enrolment: 01-111202-180
Subject: Human Resource Management
Q. Background investigations are a critical part of an HR manager's job, list down at least
6 different types of background checks/investigations to be considered to ensure employee
appropriacy.
Ans:
Background investigations are employers' principal means of securing information about
potential hires from sources other than the applicants themselves. A candidate may be
disqualified for a position if they have a history of criminal convictions, low credit, or have made
false statements about their education or job history, according to a background investigation.
Employers conduct background checks for a variety of reasons with the ultimate goal being to
hire the best individual for the job and the organization.
Types of background checks/investigations:
1) Job history
On their resumes, some people list fake work histories. Employers regularly come across
lies and distortions enhancing work duties. Other common misrepresentations relate to
work titles, responsibilities, dates of employment, former employers, and skill sets. HR
professionals should get in touch with previous employers to confirm employment dates,
job titles, duties performed, and reasons for resignation. In one story, a candidate lied
about being employed at a company where the recruiter was employed at the time. The
recruiter asked the candidate about his duties and coworkers, and it turned out he was
using a family member’s stories to beef up his resume. Coincidences like these are rare.
Most of the time, a lying candidate won’t be caught until the background investigator
verifies their previous employment experience. It’s important to verify a candidate’s
previous job positions, dates of employment, wages and rehire eligibility
2) Education History
Other common resume misrepresentations include mentioning educational institutions or
academic degrees that were never obtained. The background checkers should get in touch
with the candidate's college to make sure they went, finished the program of study, and
received a degree there. The investigator should enquire about any further
accomplishments they mention, such as excelling academically, etc. For example, a
former CEO resigned after executives discovered he had falsely claimed to have two
degrees from a college that he never attended.
3) Criminal history
Conducting a criminal record check is one of the most common steps in a background
investigation. Due to the rise in claims that an employer was guilty of negligence in
hiring or keeping an employee who later committed violence in the workplace or some
other act that caused harm to a person such as sexual assault or theft, employers are
increasingly using criminal background checks to verify job applicants.
4) Credit check
While an inspection report may highlight certain negative characteristics, a criminal
background check can disclose whether or not an applicant has run into legal difficulty.
The record keeps track of the debts people have accumulated, such as mortgages and
student loans, as well as their payment histories. The state of someone's finances may
reveal if they are careless, disorganized, or a threat. Because many EEOC and state laws
forbid their use when an employer cannot provide a compelling business case for such
reports, credit reports should only be used selectively.
5) Motor vehicle record
Employers should always check the driving record of any individual who will operate a
business car at any time or who will drive a personal or rented vehicle while on company
business. A motor vehicle record normally contains information on a person's current
license status, license class, expiration date, traffic infractions, arrests and convictions for
drunk driving, and license suspensions or cancellations.
6) Follow Up with References
This responsibility is often assumed by the recruiter, hiring manager, or another HR
professional. The objective is to speak with a reference who can either confirm or deny
the information the applicant is claiming to be accurate. Asking open-ended questions
while speaking with references is another excellent chance. Ask questions about the
applicant's work ethic, loyalty, and values rather than just yes-or-no questions. Speaking
with a reference, whether it be a recent boss or friend, frequently reveals important
information. The reference might be able to match up dates and identify any gaps in the
job history. Maybe the reference will show that the applicant left their previous position
against their will.
7) Social Media
While utilizing data gathered from the Internet is a difficult technique, some firms
utilize social media to evaluate job applications. On the one hand, it would be challenging
to justify a business that chose not to make use of free and readily accessible information
that may have avoided a hiring calamity. However, companies that use this type of
background check method must be aware of its limits.
