Bank Info Security just ran a great article titled: 6 Steps for Better Background Checks. You need to register to see the article which shows this arresting subtitle: “Stopping the Insider Threat Starts With Screening Your Job Applicants.”
As the article notes, more and more organizations are doing background checks for internal security and to protect themselves against negligent hiring lawsuits. While the article is written for banks, it includes some tips that are good advice for any business. Let me pick out a few.
Managing editor Linda McGlasson suggests that you start with verifying the resume. You can use a pre-employment credit check for some of that work and handle the rest with a couple of phone calls.
She also suggests that you include a statement on your application where candidates can attest to the fact that the information on the application and resume are true. I agree with that. Just having to swear to the fact that they’re not lying keeps some people honest.
Another suggestion is to have the candidate agree that it’s OK to speak to anyone at their previous job, not just their boss or the HR department. I agree with that, too. Official sources might not tell you much these days, but co-workers will and getting explicit permission to talk to them is a good idea.
Finally there’s the suggestion to have candidates sign a release to the effect that “I waive my rights to sue a previous employer and allow them to give information about my job performance.” That’s a good suggestion, too.
The only thing I’d add to the above is to have your attorney review any wording that you want to add to your application or use in your process. You want to make sure you dot all the I’s and cross all the T’s.