With up to 70% of employers requiring background checks to be a part of the recruitment process, the methodology of scrutinizing employees on a commercial, criminal and financial level is considered a successful avenue in identifying and employing the right candidates with the right levels of responsibility. Its value is highlighted in positions involving significant financial responsibilities, military, and intelligence whilst many general sectors are frequently adapting the process in streamlining of candidates when recruiting.
Since many resumes are known to carry false information, many organisations now opt to carry out a background check sometimes after reviewing the preliminary application or curriculum vitae.
The mutually agreed process
Prior to conducting a background test, a credit check Hong Kong or a general employment history check or any other, candidates’ consent is required in writing as per the rules and regulations of the federal trade commission and similar governing bodies. This also provides the candidate an opportunity to obtain information from the organisation requesting the document, to provide feedback in the case of the report providing a negative result in the hiring process. Apart from this, it provides the information the candidate may need to rectify any incorrect information provided to the organisation.
No to discrimination
While the high volume of information coming in from these sources can be legitimately a concern for some employers, the checks cannot be used as excuses in causing discrimination. For an example, it is discriminatory for an employer to request background or criminal history details only from male candidates, excluding female applicants. This would be illegal and not ethical as well.
Similarly, decisions based on race, religion, nationality, gender, disability and age are various information illegal to be considered in a discriminative fashion to penalise applicants. If any organisation is found to have done so, it will carry legal consequences if complained to the equal employment and opportunity commission and similar governing bodies.
General background check information
The extensiveness of a check depends mainly on the employer, organisation and the type of job applied for. Generally some of the more common areas included are a credit report, criminal record, educational information, bankruptcy, court records, references, medical history, drug test results, employment history and military records to name a few. View more about these services by visiting http://www.cbil.com.hk/en-us/ourservices.
While employers have access to most of the information that they may require to assess an application, there are some information protected under privacy laws. School records are strictly protected and must have the applicants consent to be released. Some states or countries have limitations on how far criminal history can be assessed. In some instances there might also be laws preventing these information being released. Bankruptcy and disability are also two areas in which any discrimination cannot be made.
There seems to be a lot of scrutiny when it comes to employment, therefore if you are a potential candidate, then it is best to be aware of what employers look for and be ready to provide accurate and honest information.