Beau Dietl & Associates Reveals the 5 Most Common Background Checks on Prospective Employees

According to Bo Dietl, employee background checks are becoming a standard practice for companies of all sizes. Business managers perform these checks to avoid hiring employees who lack the ethical and professional credentials to handle work-related responsibilities.

There are several different types of background checks, but five are particularly common in the workplace:

  1. Employment Application Accuracy

Statistics reveal that almost two-thirds of applications for employment contain untruthful information. People are lying about their employment history, previous salaries, qualifications and past duties to improve their job prospects. Checking someone’s employment background can help uncover falsified information on applications.

  1. Criminal Record

Any arrests or convictions under a person’s name are usually public knowledge. Checking a prospective employee’s criminal record will prevent businesses from hiring a serial fraudster, bank robber, mass murderer, burglar or sexual predator, for example, and ensure companies do not put their current employees at risk.

  1. DMV Record 

While a history of bad driving may not influence the decision to hire a new accountant, it is vital that employers check driving records when hiring truckers, delivery persons, sales agents or others that require business travel. A person with a history of DUIs or several outstanding speeding tickets may not be suitable for a job that involves driving.

  1. Credit Record

While fewer employers are performing credit checks than in previous years, there is some value in evaluating a person’s credit history. Credit records give clues about people’s ability to handle their finances and maintain a job. For example, hiring someone with a history of debt and non-payments increases the risk of court-issued salary deductions and frequent loan requests.

  1. Calling Previous Employers

Some background checks do not require paperwork. Employers have the right to phone previous bosses to verify a prospective employee’s claims about salary, performance, expected duties, likeability and more.

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