by Nick Fishman

At this point most of us that conduct employment background checks know that consistency is key in ensuring a compliant screening process. We’ve all been advised to make consistent hiring decisions when adverse information is present; that we shouldn’t conduct a background check on one candidate and not on another, etc., etc.

However, lost in that message of consistency is that you can and should vary the search criteria used for different positions within your organization. For instance, the search criteria for a company’s drivers would surely include a Motor Vehicle Record check. But is it necessary to perform that search for your administrative assistant? Well, if they are driving a company car or regularly drive their own car for work purposes, the answer is yes. If not, maybe that information isn’t important to an employer. Another example: an Education Verification might be in order for a company’s managers, but is it necessary to conduct such a search on their drivers? Probably not.

The point is that only you, the person making the hiring decision knows what is important to your organization. It might help to make a list of each position you fill and then to establish what screening criteria is important.

Now, back to consistency. Once you define the criteria for each position it is important that each person who gets screened for these positions is screened using that exact criteria. Furthermore, when adverse information is identified you should consider the information and how it might affect your candidate’s employment. Then make an informed (and consistent) hiring decision.

This entry was posted on Friday, January 11th, 2008 at 3:57 pm and is filed under Best Practices Tips. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.