In this candidate-short market, sometimes it might feel near enough impossible to find the one that meets your needs. So, when you do uncover the candidate that possesses the skills, experience and character that fits your team you don't want to waste any time offering them the role. Does it matter if you miss out a background check, after all your gut is telling you they're the one? Yes, it does matter and if not carried out it could cost your organisation more than just an unfilled vacancy.
The Risk Advisory Group reported that the number of candidates lying on their CV had risen to 70% last year; it's time for businesses to protect themselves from the unknown.
How are hiring managers currently putting their company at risk through recruitment?
Employee safety and brand reputation
In industries such as the Public Sector and Social Care, background checks must be carried out on any potential employee pre-interview process. This is due to the vulnerability, age and discipline that is necessary to carry out the responsibilities of a role within these sectors. Other industries may not perceive any reason for concern over new employees; however this is not the case. With only 7% of organisations retrieving a candidate's public safety records this leaves many company employees vulnerable. To take this risk businesses are not only disregarding their employee's basic safety rights at work but if an incident occurred the penalty would be severe and your brand's reputation is on the line.
Eligibility to work in the UK
It may appear a standard requirement and one that is found out prior to the candidate interview however, in 2016 the Trends & Best Practice Report showed that only 38% of UK organisations had carried out this check.
With the penalty of forgoing this basic background check leading companies to be fined to up to £20,000 - saying that there's not enough time, or assuming a candidate is eligible is no excuse.
Ignoring junior employees
Executives, Directors and Managers. These senior levels are where the majority of the UK's 40% of completed candidate background checks are carried out on. However, it is in fact junior staff who have more potential to cause harm to a company, they have less to lose. Temporary and junior employees have less loyalty, less commitment but can have access to sensitive customer information. Background checks should be carried out across all levels of an organisation - no role is too insignificant.
How do you find your real candidate?
A quick look on social media is an easy way to find out a little more about your candidate. See how they act and portray themselves across their accounts. At this point you could see red flags in their behaviour or comments that could be damaging to a company. LinkedIn is a useful tool to cross reference their CV as well as seeing if they have shared any of their work so you can view their portfolio of experience.
Psychometric tests have the ability to reveal more than how an individual's mind works. They can help hiring managers determine whether a character is the right fit culturally as well as highlighting any warning signs about a personality or behaviour.
Candidates know that if successful an organisation will ask for at least two references. Be sure to obtain references from your candidate. It is possible that references may not reply as their inboxes have an influx of many emails and they could even refuse to participate. However, try to obtain the basics i.e. start date, end date, role, reason for leaving so HR can make sure that anything that doesn't quite match their CV is reviewed.
An interview is just as much your time to find out about the candidate as it is for them to see if they like you so don't interrogate them through a CV examination. Give them the opportunity to talk through their previous roles and responsibilities but do not look to catch them out. Asking scenario questions that use a previous workplace can help you to gauge how well they cope with both the situation you asked them about and their current situation of having to recall it. Are they hesitating, confident, unable to say, happy to explain? Is their body language open or closed? These are all indicators of whether the candidate is being truthful, not only in terms of being in a certain company but also the experience they stated on their CV.
Don't risk your business because you believe you have found the right candidate without knowing about their background and true character. Remember that these checks are in place to safeguard your organisation, not to catch you out. Take advantage of the current tools on offer and hire the employee that truly fits your team and needs.
Work in Social Care? Our consultants can provide the necessary background checks of all candidates that are registered in our branches, offering you the peace of mind that you know who youre hiring and are safe work.