In order to keep your business secure, it’s essential that whenever you have new recruitment drives, you’re doing the proper background checks needed. You can trust someone’s word but at the end of the day, that word might mean very little from those who wish to cause harm. When doing a recruitment drive of any kind, here are some tips for doing background checks on staff members.
Table of Contents
Check Their References
Firstly, be sure to do the task that everyone asks those who are applying for the job and that’s providing references. Even if this is the perfect candidate for your team and they end up ticking off all the boxes, it’s important to check references. A candidate should be providing at least one reference, if not two to three where possible. You should be asking for two as a general rule of thumb because you’re then going to get a more honest response regarding the candidate. Be sure to check the legitimacy of the references too. If you ignore checking the references given then who knows if the numbers and names that have been provided are even real? You won’t know until you ring and check, so ensure you’re getting both a phone number and email. It can still be possible for those to imitate others online and so a phone number can quash any attempts to do this.
Monitor Their Social Media
For those who are both hired and not yet hired, checking social media can certainly be handy. A lot can be said over these platforms and it might be something that can come back and bite the individual if they’re not careful. With that said, be sure to keep an eye on your staff’s personal social media where you can and when certain individuals are responsible for the social media usage on behalf of the company. It’s good to know what your staff are doing in terms of social media so as to protect the company.
Options When They’ve Gone AWOL
For staff members who are currently employed, you may need to gather information or data on them in cases where they’ve caused negligence to the company itself. For recruitment, conducting a skip tracer can be helpful in both scenarios as they are good for collecting data as and when you need it. Look at the options out there when you perhaps need more data on a certain staff member for any reason where the company might need it for their own protection.
Rights To Work In The Country
The rights to work in your country are something that needs to be checked and double-checked by the company. The last thing you want is to have hired someone who isn’t legally allowed to work as that could cause you to face hefty fines as a result, perhaps even legal action against the company from authorities.
Doing background checks on your staff is crucial so make sure you’re hot on it when it comes to your staff, both new and existing.