In recent times security concerns have made it necessary for some companies to conduct background security checks on their employees. Employers need to know the history, lifestyle, financial status and in some cases religious or political view of the potential candidates. These checks are done to determine the employees past, and it may in some cases include financial background checks. However, it is mandatory by law that the employee or candidate for a job gives their consent before they are investigated by the company. In addition, the employees are made to be fully aware that the discovery of any negative detail in their past might cost them their jobs or a chance at being employed.

Pre-Employment background checks

Common checks that are made to investigate the background of a potential employee include criminal history, credit report assessments, driving history, etc. however, the nature of the investigation will be determined by the job description in question. Employers use the investigation report as a final assessment to know if the candidate is qualified for the job. In many cases, pre-employment checks involve confirming the information the candidate has provided regarding past employment during which the employer affirms from the candidate’s past employer’s details regarding income and performance or criminal history. Jobs that require driving vehicles, the candidates driving history will be scrutinized for past offenses.

Comprehensive Background Check

A comprehensive check will involve confirmed details such as residential information, criminal records, and credit report. The provisions made by the U.S. Equal Employment Opportunity Commission stands against making employment decisions solely based on the information provided by the candidate. There are currently good options for companies to run background checks such as assessing the information recorded in the background check and public records. This way, the company can be sure that the individual they have employed has no incriminating history that could damage the company’s image.

 Confirming Employee details before licensing

Jobs that require the candidates to have occupational licenses will also need to be investigated before they are employed. In industries such as the casinos, background checks are run on candidates who seek employment to ascertain their eligibility for those positions. The job descriptions in a casino setting vary; there are certain restrictions on employees based on their qualifications. Employees who handle sensitive information have been appropriately investigated and found to be qualified for these positions. Some companies also run background checks to ascertain the candidate’s political views, if the candidate supports a party that opposes the company’s business, that candidate might not be considered for the job offer.

Determining eligibility for clearance

In the U.S. the government carefully assesses employees that have granted clearances from the government. These individuals are reevaluated every five or ten years to confirm they are still eligible for the privilege. In cases were top secret clearances are to be awarded, background checks will be done before the application is considered and after every five years. In the case of secret and confidential clearances, background checks are done after 10 and 15 years respectively. If candidates do not meet the requirements after the initial checks have been done, they will not be employed, and existing employees who fail routine checks stand the risk of losing their jobs.

Investigating existing employees in the workplace, there might be events that make it necessary for urgent background checks to be done, in these cases; the employer is not under an obligation to seek the consent of the employee before running these checks. For example, where illegal activity is suspected, the HR investigation can conduct an investigation to ascertain whether the employee is guilty or not.