4 Surprising Facts about Employee Background Checks

4 Surprising Facts about Employee Background Checks

Surprises are often unwelcome in employment, especially when vetting potential hires. According to the Society of Human Resources Management (SHRM), a staggering 87% of companies engage in employment screening yet, most business owners are still caught off guard by the intricate details and potential pitfalls of employee background checks. These oversights can have dire consequences, from significant financial losses to jeopardizing company morale and security. There are four lesser-known facts about employment screening that may surprise many business owners. Understanding these can safeguard your business against unforeseen risks and ensure a more secure hiring process.

1. A Significant Portion of the Population Has a Criminal Record

It might come as a surprise, but a substantial segment of the U.S. adult population has some form of criminal record. A report from CNBC suggests that nearly one in three Americans, including misdemeanors and more serious offenses, falls into this category. This statistic underscores the importance of thorough background checks. However, it's crucial to approach this information with nuance; not all criminal records indicate potential risk to your business. Effective screening can differentiate between relevant and non-relevant past offenses, enabling informed hiring decisions.

2. The Prevalence of Resume Dishonesty

According to a survey from ResumeLab, an astonishing 40% of job applicants admit to falsifying information on their resumes. This revelation highlights the importance of not solely relying on resumes and interviews to gauge a candidate's suitability. Standardized pre-employment screening processes can help uncover inaccuracies in applicants' claims, ensuring that only the most honest and qualified candidates are considered.

3. The Dangers of DIY Background Checks

Many business owners attempt to conduct background checks independently, unaware of the legal and financial risks involved. DIY screening can violate privacy laws, reliance on inaccurate information, and potential discrimination lawsuits. Utilizing a professional, FCRA-compliant screening service, like DISA Global Solutions, can prevent these pitfalls, offering a safer, more reliable approach to vetting potential hires.

4. The Legal Risks of Inadequate Screening

Negligent hiring lawsuits pose a significant threat to businesses, especially the small ones. These lawsuits can arise when an employee causes harm, and it's determined that the employer failed to conduct a thorough background check, potentially causing devastating financial repercussions. Comprehensive screening processes with a reputable provider can mitigate these risks, protecting your business from legal challenges.

Embracing Professional Employment Screening

The realm of employment screening harbors potential surprises that could significantly impact businesses. From the widespread presence of criminal records to the profound consequences of inadequate vetting processes, the importance of meticulous employee screening cannot be overstated. However, navigating these complexities doesn't have to be daunting. Partnering with DISA Global Solutions transforms the screening process into a straightforward, reliable, and legally compliant endeavor. DISA offers a comprehensive suite of screening services, including criminal background checks, identity verification, and drug testing, all designed to meet the unique needs of small businesses.

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About DISA Global Solutions

Founded in 1986, DISA is the industry-leading provider of employee screening and compliance services. Headquartered in Houston, with more than 35 offices throughout North America and Europe, DISA’s comprehensive scope of services includes drug and alcohol testing, background screening, occupational health, and transportation compliance. DISA assists employers in making informed staffing decisions while building a culture of safety in their workplace.

DISA Global Solutions aims to provide accurate and informative content for educational purposes only and does not constitute legal advice. The reader retains full responsibility for the use of the information contained herein. Always consult with a professional or legal expert.