Do background checks correctly

● Most candidates expect background screening, yet many are still economical with the truth when compiling their CVs.

“As a custodian of the business during recruitment, it is the responsibility of the hiring manager to have the best interests of the organisation at heart,” says Rudi Kruger, general manager of LexisNexis Data Services. But he is quick to point out that there are some rules to follow:

● Make sure your recruitment process assesses candidates’ integrity and their ability to do the job;

● Keep the process professional by being transparent about what your company’s screening will involve. “Should you find information that you need clarified, communicate it with the candidate,” he says;

● Be thorough, but don’t focus only on the negative. “Take all information like the applicant’s education, employment, and criminal history, driving history and social media into consideration,” he says;

● Keep your eyes peeled for serious red flags, including regular job changes that can indicate instability or incompetence; and

● Make sure you have consent for checks into criminal records, credit reports, qualifications and identity verifications.