An organization’s success depends on hiring the right talent. Its importance has become vital to gain competitive advantage and market share. Now the companies hire their talented workforce from many parts of the world. An HR manager positioned in east can effortlessly interview candidates in west or other location using technology. But can the virtual or physical assessment of a candidate’s talent is enough? What about the validating the legitimacy of the information declared by candidates. Lack of in-depth understanding about the candidate’s history or hiring the wrong person can go as far as jeopardizing the safety of your existing employees. Gathering sufficient evidence to rule out the risk of hiring bad candidates is always a cumbersome tasks and it burdens the HR.

Checking an employee’s job references is only a small part of a background check program. Companies should consider a range of relevant factors which may increase its risks, including: an employee’s financial responsibilities or the security exposure of the position.

Best screening practices require a review of several aspects of an employee candidate, such as academic records and employment experience, criminal litigation history, social media footprint, and credit history. Depending upon the safety-sensitivity of the position, drug testing might also be relevant.

A recent survey revealed that 92% of companies are using social media for recruiting efforts and 70% are using social media to screen candidates to screen employees ‘in’ as being a fit for culture. Using just internet, is it fair enough? The answer is not necessarily. There are appropriate concerns around privacy and viewing or using protected class information. Employers must recognize that state laws exist that prohibit certain types of activities related to privacy and existing and prospective employees’ social media accounts.

• When outsourced to a background screening provider, the FCRA and applicable local and state laws apply.

What types of social media to be used?

Which states have laws against certain activities and social media and How to ensure we don’t view or use protected class information or violate privacy rights?

How will we match the individual to the account?

How will we communicate to the applicant if they are disqualified?

As a manager or employer, you’re constantly trying to ensure you have the most suitable staff members on your team. A background check process is beneficial when you’re looking to bring new hires into your company or organization. Whether you’re looking for a criminal background check, credit check, education verification, reference check or an employment history verification, Crystal Screening Services has simple and secure pre- and post-employment solutions for you.

Crystal Screening Services only obtains information only from authorized sources

Crystal Screening Services provides a robust solution that simplifies the process enabling employers to compliantly verify work status and electronically capture and retain required information without redundant data entry.