It’s every employer’s nightmare. The resume and cover letter were great, the interview was fantastic, but now that their new employee is hired, they’re falling woefully short of expectations. This can usually be avoided by vetting via a thorough background check process. Here are some important aspects to consider when performing one.
There are two types of interviews: situational and behavioural. In a situational interview, potential candidates are asked, “What would you do if…?” kinds of questions. It allows the candidate to assume the hypothetical and give the employer an honest answer that aligns with what they want to hear. In behavioural interviews, the same questions are posed as, “Tell me a time when…”, requiring them to explain how they handled the situation. This gives insight into how the candidate would fit into the company as well as their professionalism, and provides the employer with a chance to double-check the story with references.
Social Media Presence
Employees represent their company, and there are two things that shouldn’t be present on their social media. One is any behaviour that would reflect badly on the company. What they choose to make public, including pictures and opinions, can be damaging to their employers. Another is any post that bashes past or current employers. Some people may opt to have two accounts on each social media platform. One will be a public, professional account that they give to employers and attach to any web presence, but the other is the exact opposite. Check to make sure there are no snakes lurking unseen in the grass.
Criminal Record Check
A background inspection will likely include checking for a criminal record, even if the employee says that they don’t have one. Hiring someone with a criminal record is a huge risk for companies to take on. When working in a vulnerable sector like teaching, healthcare, or social work, employees need to get an approved vulnerable sector check. A criminal record search is then conducted and, if it comes back clean, the employee is cleared to work with vulnerable individuals. They should present the results of this check at their interview.
In jobs where special degrees are required, such as teaching or law, an employer can ask for a transcript for the university the employee attended or to see their degree as proof of credentials. Often, these specialized jobs also come with placements with assessments, portfolios, or digital profiles which the employer may ask to see. A candidate who has recently completed a speciality program will often have a body of work available to show along with transcripts and, potentially, professors who can provide references.
If you need a professional and fully legally compliant background check, we’re happy to help with several options available. For more information, or to hire a professional Private Investigator to further assist you, contact the Smith Investigation Agency today.