这一步看起来很简单，对吧？没那么快。候选人可能会在简历或就业申请中犯错误（有意或无意），如果没有发现这些错误，可能会产生后果。事实上，研究表明，招聘经理发现超过 50% 的申请和简历存在差异。
为了确保您找到合适的人选，您需要仔细检查候选人是否输入了正确的详细信息，包括他们姓名的正确拼写。然后，背景调查提供商将使用此信息开始搜索，使用候选人的社会安全号码 (SSN) 或其他商业数据库中的个人身份信息 (PII) 以及来自征信机构的信息来识别候选人的潜在地址或别名用过的。
注意：SSN 跟踪与身份验证不同。虽然 SSN 跟踪检查提交的信息是否与与特定 SSN 相关的商业可用数据相匹配，但这并不意味着确定输入该信息的人是否是他们声称的人。这种类型的验证最好由直接与员工接触的一方执行——无论是雇主还是承包公司。
Confirm the candidate’s identity
This step seems easy, right? Not so fast. Candidates can make mistakes (intentional or not) on their resume or employment application, and if those errors aren’t caught, there could be consequences. In fact, research shows that hiring managers find discrepancies on over 50 percent of applications and resumes.
In order to ensure you’ve got the right person, you’ll want to double check that the candidate has entered in the right details, including the correct spelling of their name. A background check provider will then use this information to begin a search using the candidate’s social security number (SSN) or other personally identifiable information (PII) across commercially available databases as well as information from credit bureaus to identify potential addresses or aliases the candidate has used.
Note: An SSN trace is not the same as ID verification. While the SSN trace checks whether submitted information matches commercially available data associated with the particular SSN, it is not meant to determine whether the person entering that information is who they claim to be. That type of verification is best performed by the party directly engaging with the employee – whether that’s the employer or the contracting company.
2. Search, screen and investigate
Next, the background check will move to the “discovery” phase, which is essentially a broad search to identify where the candidate has lived or worked and where they’ve potentially had contact with law enforcement.Their credentials will also be used to conduct a national criminal database search, casting a wide net in order to find any other potential offenses.
If the candidate shows up in any of these databases, additional research should occur to make sure it’s actually the candidate in question and not someone else with the same name, as well as whether or not the candidate was guilty of the offense. From there, additional investigation will be conducted at the source of the records—most often, the county courthouse.
The next part takes some patience–because while many background checks can be completed within three to five days, some, including those that require deeper searches and investigation across multiple locations, could take longer.
Once the data is compiled, it will be presented in a report. Reports vary by provider, but will generally include:
Candidate information, such as the name, zip code and date of birth
Aliases and addresses found in the report
All of the screenings processed for the report
Evaluate the results to help you determine whether the candidate is still eligible for the role in question. Remember, if a candidate requested a copy of a report, you’re legally obligated to provide them with one. If a report contains results that could impact the candidate’s eligibility for the role, then you’ll need to begin the process of adverse action. Check out our article explaining the process for more information.
Background checks are a win-win for your business
Companies have come to understand the importance of background checks—in fact, 94 percent of employers conduct at least one type of employment screening. Having a consistent and standard process for your background checks not only helps to establish trust and transparency between an employee and employer, it also helps you stay compliant and reduce any risks that could disrupt your business’s success.
And given the many intricacies of the validation, discovery and investigation phases, it’s clear why having a third-party service to assist with background checks can give companies like yours peace of mind.