After conducting interviews on several promising candidates for a role, recruiters will find a candidate who seems perfect for the role providing them with a conditional job offer.
Once this happens, employment verification services, such as Agenda Screening Services, will help to provide a comprehensive background check. This ensures that this company’s new hire can undertake their new role legally and highlight any potential red flags that may cause issues in their new position. This could include false employment status, false qualifications, or even an undeclared criminal record. Knowing everything about your candidate is key to a successful onboarding period.
However, different companies want varying information out of their background check, potentially causing a range of complexities and issues that can delay the onboarding of a new candidate.
Right To Know
A company has the right to conduct a background check. At the same time, a candidate has the right under GDPR to be informed about what information a company is collecting and why they require it.
Consent goes beyond letting a candidate know that they may be screened but explains what information will be obtained and why it is needed, especially if it involves private information such as medical records, credit scores, or social media information.
What Information Is Necessary?
One trap that companies can fall into is using resources on seeking out candidate information that does not reflect the needs of a particular role. However, the more information you know about a candidate, the more informed decision you can make. This assures you that the candidate is going to be a success in their new role and is going to be a successful investment for your business.
Do Not Use Blacklists
Blacklisting, or the “systematic compilation” of trade union members used to discriminate against them based on their involvement in union activity, is illegal. You cannot refuse to employ someone based on their membership in a trade union.
Certain lists have been compiled that are not classified as blacklists, however, due to the difficulty improving a motive behind producing such a list, it is safer to simply not rely on an unsuitable applicants list in a given industry.
The Complexities of Social Media Checks
As most applicants are likely to use social media in one form or another, the use of social media checks as part of pre-employment checks has increased.
However, as social media is still a relatively new medium it is still a grey area when it comes to privacy and data protection, as social media is simultaneously seen as a public open-access forum and a more private communication platform at the same time.
Sticking to LinkedIn and other professional social media platforms will help in this regard, as professional social media has more of an expectation that employers will view it. Outside of this, consider the reputational risk of the role and whether the content on a personal social media account would reflect badly on the business.
Osint- What Is It and What Benefits Does It Have for Your Business
You are guaranteed a full understanding of a candidate’s social media history, through Agenda’s Open-Source intelligence techniques (OSINT). You will be provided with important information from your candidate’s online digital footprint, analysing their social media, blogs, and publications without being intrusive. Therefore, you will be provided with valuable, appropriate information, allowing you to make an informed hiring decision.
If you’re looking for an employment verification specialist, contact Agenda Screening Services. You will be provided with a market-leading, quality service leaving you with complete peace of mind when making hiring decisions.