You’ve found the perfect job candidate. You’re so excited that you issue an offer even as you run through the final stages of your due diligence. Then, you hit a major snag: a failed background check.
Now what? Do you rescind the offer? Hire them anyway?
These questions don’t have an easy answer. It largely depends on the situation. You have to take the results of background checks seriously, even while you weigh the particular circumstances.
Background checks represent a common part of the recruiting process. Statistics indicate that nearly three quarters of employers (72%) run them as they consider job candidates. Clearly, companies value them as an important data point in the hiring process.
With that in mind, here’s what to consider if your favorite job candidate fails a background check:
What to Consider after a Failed Background Check
It’s important to realize that a background check represents just part of a comprehensive review process. Make sure you don’t get overly obsessed with this one aspect of due diligence.
For instance, candidates often inflate their qualifications. Studies suggest that somewhere between one quarter and one third of workers lie about either their educational background or their work history.
You need processes in place for these situations as well. The information you receive in background checks can only shine a light on one part of your candidate’s history.
As to the background checks themselves, you want to have a procedure in place for failed candidates. After all, why run them at all if you don’t use the information? Still, there are a few factors to keep in mind:
Have an action plan in place before your favorite candidate fails a background check. It’s easier to follow a pre-set policy than work one out on the fly.
That way, you can make decisions as a result of calm, unpressured debate. Wait until the situation comes up for real and you’re likely to make hasty choices.
Appraise the Specific Situation
While you should have an overall policy in place, don’t make it too rigid. You want to be able to respond to the specific circumstances.
Your plan should provide wiggle room for special situations. Consider each case individually. You don’t want to miss out on a great candidate because of an inelastic policy.
Consider the Legal Implications
How you handle a failed background check is as important as the results themselves. If you choose to pass on the candidate, consider your communications carefully.
There are legal implications to keep in mind. As a result, you should gather information and seek the appropriate advice.
How to Avoid Hiccups with Background Checks
There are ways to sidestep these issues surrounding background checks. By having the right procedures in place, you can avoid wasting time on a candidate you won’t be able to hire. Here are a few steps to keep in mind:
Know Your Limit
What information from a background check would force you to pass on a candidate? By knowing the answer to this question in advance, you can move more quickly once you have all the information.
This should factor into your response plan. Put a series of guidelines in place, so you don’t have to launch a detailed debate in a time-sensitive situation.
Run Background Checks Earlier in the Process
Some companies wait until late in the hiring process to run background checks. They consider it an afterthought in their recruiting efforts. However, by moving this activity earlier in the timeline, you can make a decision before you commit time and resources to a candidate.
Use a Trusted Partner
Background checks present a major inconvenience in the hiring process. Let someone else take care of it. A top staffing agency, like LaborMAX, can manage these hassles, as well as other screening tasks.
Contact LaborMAX, the best warehouse staffing agency, today. We can simplify your screening process.