If you haven’t done it yet, now’s a good time to vet your potential hires, and for the following reasons: hiring people who have misrepresented their abilities can cost you longer training time; replacing slowpokes is costlier and more complicated than doing a routine background check; multitasking is now commonplace, but one bad hire can dent your company’s image, operations, or bank account. Background verification also helps you get more details on previous performance to forecast future performance, says Erika Balanay, assistant human resources manager of Summit Media Group. It lets you validate information disclosed by the candidate.
The need to investigate potential hires seems obvious for jobs in security and law enforcement, healthcare and childcare. But you should also consider screening job seekers who will have to interact with the public, work in customers’ homes or offices, or handle financial or other sensitive information, says Joanna Krotz, an American writer on small-business marketing and management issues, in her article You Can’t Skimp on Employee Background Checks.
While you won’t normally need to check for criminal background, at least verify information on the application form and résumé, says Margie Lacson who operates three tourist buses with her husband, Michael. Social security and tax records help confirm a person’s identity, while a National Bureau of Investigation clearance will show any criminal liabilities. The Lacsons regard the applicant’s driving record as crucial because he’ll be driving schoolchildren and local and foreign tourists.