7 Common Myths Debunked About Background Screening Services

For an organization, hiring an employee is a complicated process. From identifying job requirements for a position to planning recruitment ads and training essentials, the process can be long enough even before the actual screening can begin. Amidst this chaos, recruiters often willingly skip the background verification process to escalate hiring.

Poor hiring decisions can reduce a firm’s productivity and might lead to costly delays and, ultimately, a loss in revenue. According to a study, even single poor hiring can cost a company up to 20 lakhs. Instead of following a herd mentality, an employer’s focus must be on making informed decisions. However, employers still tend to shy away from background checks. Despite the benefits of background screening services, the decision ultimately comes down to some surrounding myths.

To eradicate negative connotations about background screening services,we have debunked the seven most common myths to enable authentic hiring.

1. Background Screening Services are Expensive

It is the most common belief among employers. They regard background screening services as an expensive instrument that they skip for reducing costs. However, they often forget that the consequences of a poor hiring decision can go beyond the cost factor. It can affect a company’s morale and reduce team productivity. Indeed, top background verification companies like Flink provide quality services within an allocated budget. So, instead of being short-sighted, companies must understand the long term benefits of employee screening to prevent future credential fraudulence.

2. All Background Checks Provide the Same Information

Employee background verification companies obtain information about a prospective employee from different sources for validation. Therefore, it is unlikely that they will contain the same data. The verification process, in its essence, remains the same for various checks, which is to validate data about a candidate. However, the aspects verified may vary as per different categories, including criminal records, drug testing, professional experience, and educational qualifications.

3. Candidates Even with a Single Criminal Record Should be Banned

It is the most misconstrued belief among both employers and candidates. The background verification process is not a flaw finding mission. Most recruiters believe that a candidate with a single criminal record is not fit for hire. For instance, a person with a single DUI (driving under influence) record might not be fit for a driver’s role, but can still qualify for a clerk’s position. Blanket banning candidates might not be a reasonable choice by employers. Due to it, employers may lose out on some competent employees.

4. Only Large Multinational Companies Require Background Checks

Whether it's an SME, a Fortune 500 company, or a business dealing with gig economy workers, background checks are critical for every company. The sole purpose of a background check is to protect the interest of both employers and candidates. It aims to present a credible job with a worthy candidate and vice versa. Also, many roles require employees to handle sensitive information. Therefore, employers must carefully scrutinize them during the hiring process.

5. Criminal Checks are Enough for Verification

Conducting a criminal database search for a candidate is undoubtedly beneficial. But, it only provides partial information about a candidate. Firms frequently opt for this process just for the sake of screening and out of fear. But information from credit checks, educational records, civil and criminal lawsuits, employment history might reveal an entirely different picture. Thus, employers must conduct every required check for a complete and objective view of a candidate.

6. Background Checks are Time-Consuming

Like every other organizational process, technology has also augmented recruitment activities. The length of a verification process depends on the extensiveness of a check, types, and period of records. Professional background verification companies like Flink Solutions can expedite the process with its IT-enabled services. As a result, recruiters can focus on core HR activities without agonizing about the documentation. Additionally, recruiters can reduce the probability of losing good candidates by accelerating the onboarding process with fast verification.

7. All Background Verification Companies Follow the Same Standards of Process

Organizations must not perceive that the same employee background verification standards are followed by all. Many vendors provide inadequate or incorrect information due to their sub-par screening standards. Hiring is crucial for both the employer as well as a prospective employee. According to a survey, in India, 3 out of 10 companies make poor hiring decisions, with 15.8 percent of background checks containing misinformation. Therefore, recruiters and organizations should seek well-qualified references before partnering with a background verification service provider.

Background screening is a risk-mitigating tool Indian companies are now taking advantage of to improve their organizations’ strength. 2019 alone witnessed a 13 percent increase in cases of companies conducting employee screening. An experienced vendor can provide better insights regarding a check while refraining from ineffective practices.

If everything you have read so far has piqued your interest and you would like to know more about background checks, reach out to us at 080-4687-2477 or email@flink.in.