EmployeeScreenIQ Makes Case for Importance of Background Checks in Hiring Process

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employeescreeniq logoAfter polling nearly 1,000 HR professionals for its annual survey on background screening, EmployeeScreenIQ argues that smart screening is a crucial ingredient in the hiring process. In examining how companies use background checks the report, Employment Screening Practices and Trends: The Era of Heightened Care and Diligence , found that most HR pros are conscientious in how they conduct background checks, audit providers, and educate themselves in privacy and hiring issues. Top findings of the report include:

• An applicant’s criminal past was found to be considered much less than qualifications, references, and interviewing skills with 71 percent of respondents stating that applicants are not hired due to their past activities only 5 percent of the time.

• However, 79 percent of employers ask for self-disclosure on applications, despite EEOC guidelines against such practices. Over half said they are more inclined to hire an applicant with a criminal past if he or she is forthcoming prior to the background check.

• A large majority of respondents estimate that as high as 60 percent of candidates exaggerate or lie to some extent on their resumes, but 51 percent reported that candidates with distorted or inconsistent resumes are not hired just 15 percent of the time.

• Nearly two-thirds of employers claim to never check social media sites for screening purposes, much higher than 2012’s response of 52 percent.

• 71 percent of respondents find it important that their screening providers be accredited by the NAPBS.

“The overarching take away from this survey is that employers seem to be screening and hiring candidates in a responsible, acceptable and legally compliant fashion,” says Nick Fishman, chief marketing officer of EmployeeScreenIQ. “While this heightened level of care and diligence is partially due to the amplified risk of lawsuits, there are other factors at work including the negative impact on morale and performance, the loss of reputation and the damage done to the employment brand when ineffective screening practices let poor candidates through the door.”

 

By Joshua Bjerke