It’s becoming common practice to do your homework on the people you recruit to your business. Background checks can include everything from scanning social media to a credit check. The exact nature of the checks will depend on the role. All this checking, verifying and ordering criminal records checks is time-consuming. It also takes a long time. So it’s hardly surprising that many business owners are questioning whether it’s really worth the hassle. There are however some very real risks associated with sloppy vetting, or indeed doing no checks at all.
Background Checks on False Qualifications and Credentials
One of the most common lies people tell when applying for a job is about qualifications or experience. Some surveys suggest that at least 58% of all CVs have incorrect information on them. Extending dates of employment for a couple of months probably isn’t going to make any difference as to an employee’s suitability. Hiring someone claiming specialist knowledge of a role is a different matter. If they’ve lied about their qualifications or experience, other members of the team end up picking up the slack. Managers spend more time than they had expected supporting the new hire. And finally, they’re just not making the contribution you’d hoped for.
Fraud and Hacking
Cybercrime, hacking and “inside jobs” are an increasing problem for companies. One internet company estimates that as many as 20% of hacking attempts are done by disgruntled ex-employees. Or even if people don’t hack into your system, they may be tempted to take sensitive company information and pass it on to a third party. If you’re not thoroughly checking out the reason people left a previous job, you’re leaving your company open to these risks. Don’t take the employee’s explanation for a sudden departure as gospel; call the employer and ask.
Negligent Hiring
In some cases, you’re legally obliged to run proper checks on new employees. This is especially the case where the role requires a CRB check, now known as a DBS check. If for example you’re hiring carers or teachers, there is no choice over whether to run checks or not. Similarly, if you’re recruiting lorry drivers or couriers, it’s your legal responsibility to make sure they have the right driving licence and haven’t been disqualified. If your employee causes an accident, you could be legally liable if you haven’t bothered to do the correct vetting.
Safe Working Environment
Nobody wants to work with a colleague who is volatile and likely to fly off the handle when challenged. If you take people on face value and don’t check up on the background of people you are hiring, this is the risk you run. If an employee assaults a customer or colleague, often it’s not reported to the police. The employer just sacks them. So this sort of behaviour won’t show up on a DBS certificate. You’ll only find out if you’re prepared to pick up the phone and speak to someone. You have a duty to protect the people who work for you, so it’s a call worth making.