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如何消除候选人对背景调查的担忧

您的求职者可能对接受就业背景调查充满恐惧,这可能会使整个过程不愉快甚至非常可怕。

人才招聘专业人士可以通过了解许多候选人对就业背景调查的常见担忧、这些担忧通常背后的误解以及解决这些担忧的最佳方法来帮助解决这些担忧,从而更好地确保每个人获得更平静、更积极的招聘体验.

1.背景调查将发现我在法律上遇到的所有问题。”

担心在犯罪背景调查过程中会出现什么情况,这对求职者来说很可能是最伤脑筋的事情。

好消息是它不一定是。

有许多因素会影响犯罪背景调查的确切报告内容,以及像您这样的潜在雇主可能会如何选择使用该信息作为招聘流程的一部分。

EEOC 为雇主提供了指导,包括评估犯罪发生的时间、其严重程度、犯罪的性质及其对相关工作的适用性、案件的最终处置(即裁决)。

您所在的特定行业也可能受到影响您对候选人犯罪历史评估的法规的约束。

很多时候,几十年前发生的与警察的小冲突可能不会对候选人是否得到相关工作产生影响……但最终这由你来决定。

联邦信用报告法 (FCRA) 在背景调查过程中保护求职者,并为要求其候选人提供背景报告的雇主和消费者报告机构 (CRA)(例如 HireRight)在进行背景调查时必须遵循这些指导。

还有一些特定于州的法律可能会影响哪些信息被发现或被视为就业背景调查的一部分

2.“如果确实出现了一些负面的东西,我将没有机会反驳或解释它。”

不是真的。根据 FCRA,候选人必须有机会更正或澄清不完整或不准确的信息

雇主有义务向候选人发送所谓的“不利行动前”信函,让他们知道他们可能会对候选人的背景报告采取行动,这可能会导致决定不雇用候选人,并给候选人机会在雇主做出最终雇佣决定之前,与 CRA 对背景报告的准确性或完整性提出异议。

3.“当他们真正做的只是访问我在电视上看到的中央数据库时,他们将如何在短短一天内确认所有正确的信息?”

如果只有彻底的背景调查那么容易就好了。

在现实生活中,完成全面的背景调查需要更多步骤

您可能想提前告诉您的候选人,典型的背景调查通常会在几个工作日内完成,但完成时间不仅取决于 CRA 的权宜之计,还取决于法院、学校、参考资料和其他数据来源的速度采取回应 CRA 的信息请求。

候选人住过的地方数量、就读的学校数量和其他变量可能会延长彻底背景调查所需的时间。

4. “他们会检查我在 Facebook、Twitter 和其他社交媒体上发布的所有内容。”

没那么快。即使社交媒体已融入我们的职业和个人生活,许多雇主仍对将其用作就业背景调查的一部分持谨慎态度。

根据 HireRight 的 2015 年就业筛选基准报告,近三分之二 (64%) 的受访者回答说,他们组织的筛选过程中没有使用社交媒体。

这可能是因为政府法规禁止基于受联邦保护的信息(如宗教、种族、年龄或残疾)进行招聘歧视。

使用社交媒体发现信息可能会在不知不觉中发现敏感信息,从而使组织容易受到歧视的指控。

因此,一些组织制定了不鼓励使用社交媒体进行候选人筛选的政策。

5.“我想为之工作的组织将完全根据背景调查做出决定。”

虽然背景调查是任何谨慎招聘流程的一个非常重要的组成部分,但您可能想让他们知道这不是您做出招聘决定的唯一标准。

每个组织都不同,可能会根据背景调查之外的许多其他标准来聘用或拒绝潜在员工,包括对职位的适合性、经验、职业抱负、个性、融入企业文化的能力以及许多其他因素.

候选人对背景调查过程的许多担忧源于许多人对背景调查如何运作的误解。

在通过更准确地描述背景调查消除前端的这些常见误解之后,您还可以通过让他们知道正确执行的检查只是帮助您的候选人获得雇用。

给你的候选人最有效的建议是在申请和面试过程中保持诚实和坦率,这样背景调查的作用就是验证自愿提供的内容。

请记住,背景调查有助于为您未来的员工创造更积极的体验。

毕竟,我们都希望与有资格胜任他们正在从事的工作、对自己的背景诚实并且会随着时间的推移为雇主的成功做出贡献的人一起工作。


Talent acquisition professionals can actually help address these fears by understanding the common concerns many candidates have regarding an employment background check, the misconceptions that often underlie these concerns, and the best way to address them to better ensure a calmer, more positive hiring experience for everyone.

1. “I’m toast. The background check will uncover every problem I’ve had with the law.”

Worrying what will turn up during the course of a criminal background check can very well be the most nerve-wracking thing for job candidates.

The good news is that it doesn’t have to be.

There are a number of factors that affect what exactly a criminal background check will report, as well as how a prospective employer like you might choose to use that information as part of your hiring process.

The EEOC has provided guidance to employers that includes evaluating how long ago the crime occurred, its severity, the nature of the crime and its applicability to the job in question, what the final disposition (that is, ruling) in the case was.

Your particular industry may also be subject to regulations that affect your evaluation of a Candidate’s criminal history.

Many times, that small run-in with the police that happened decades ago may not have an impact on whether a candidate gets the job in question…but ultimately that’s for you to decide.

The Federal Credit Reporting Act (FCRA) protects job candidates during the background check process and provides explicit direction to employers requesting background reports on their candidates and to consumer reporting agencies (CRAs) such as HireRight that must be followed when they perform a background check.

There are also state-specific laws that could affect what information is uncovered or considered as part of an employment background check

2. “If something negative does shows up, I won’t have a chance to contest or explain it.”

Not true. Under the FCRA, the candidate must have an opportunity to correct or clarify incomplete or inaccurate information.

Employers are obligated to send what’s known as a “pre-adverse action” letter to candidates letting them know that they may take action on the candidate’s background report that may result in a decision not to hire the candidate, and give the candidate an opportunity to dispute the accuracy or completeness of the background report with the CRA before the employer makes their final employment decision.

3. “How are they going to confirm all the right information in just a day, when all they’re really doing is accessing that central database I see on TV?”

If only a thorough background check were that easy.

In real life completing a comprehensive background check takes a few more steps.

You may want to tell your candidates up front that a typical background check is usually completed in a few business days, but completion time depends not only on the CRA’s expediency but also on the speed with which courts, schools, references and other sources of data take to respond to a CRA’s requests for information.

The number of places the candidate has lived, number of schools attended, and other variables may lengthen the time a thorough background check takes.

4. “They’re going to go over everything I’ve posted on Facebook, Twitter and other social media.”

Not so fast. Even with social media’s integration into our professional and personal lives, many employers remain quite wary about using it as part of an employment background check.

According to HireRight’s 2015 Employment Screening Benchmarking Report, nearly two-thirds (64 percent) of respondents answered that social media is not used in their organization’s screening process.

This may be because government regulations prohibit hiring discrimination based on federally protected information like religion, race, age, or disability.

Using social media to uncover information may unwittingly uncover sensitive information that could leave organizations vulnerable to claims of discrimination.

As a result, some organizations have policies that discourage the use of social media for candidate screening.

5. “The organization I want to work for is going to entirely base their decision on this background check.”

While a background check is a very important component of any careful hiring process, you may want to let them know that it is not the only criteria upon which you’re basing a hiring decision.

Each organization is different, and prospective employees may be hired or declined based on many other criteria beyond the background check, including suitability to the position, experience, professional aspirations, personality, ability to fit within a corporate culture, and a great many other factors.

Many of the fears candidates have regarding the background check process stem from misconceptions lots of people have about how a check works.

After dispelling these common misconceptions on the front end with a more accurate depiction of a background check, you can also go a long way in building trust with your candidate by letting them know that a properly performed check is simply a step in helping your candidate get hired.

The most effective advice to give your candidate is to be as honest and forthright during the application and interview process, so that the background check functions just to verify what’s been voluntarily provided.

Remember that a background check is there to help create a more positive experience for your future employee.

After all, we all want to work with people who are qualified for the jobs they’re doing, are honest about their backgrounds, and will contribute to the employer’s success over time.

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