In a time where finding information is right at your fingertips, resist the temptation to Google your applicants in place of your pre-employment background check.<\/p>\n\n\n\n
At first glance, it appears to be a valued option.<\/p>\n\n\n\n
But, these open internet searches as pre-employment background checks have limited value \u2014 and you\u2019re better off avoiding because it can provide information that shouldn\u2019t be used when making a hiring decision.<\/p>\n\n\n\n
Internet, social media screening puts hiring managers at risk of making biased decisions when they come across protected class information<\/a> such as age, gender, race, disability, or religion. Other concerns include:<\/p>\n\n\n\n Using an objective third party background check screener<\/a> for your checks is a good way to stop you from seeing protected candidate information.<\/p>\n\n\n\n And verifying that you are reviewing information about the correct applicant.<\/p>\n\n\n\n The easiest way to avoid bias is to ensure your hiring policies and procedures are clear and detailed \u2014 based on assessing a person\u2019s ability to do the job.<\/p>\n\n\n\n These checks are allowed under law and serve as proof of a company\u2019s due diligence and of the applicant\u2019s ability to do the job.<\/p>\n\n\n\n Unlike internet searches on your applicants, professional background checks can provide the information you need to make the best hiring decision for your company. All while ensuring you don\u2019t use protected information as a deciding factor. They also provide compliant consent and authorization and disclosure forms so that the information collected is legally useable.<\/p>\n\n\n\n You really need to do proper background checks<\/a>.<\/p>\n\n\n\nA professional background screener can help you with compliance<\/h2>\n\n\n\n