Challenges of Background Checks

With many companies prohibiting the release of information from past employees, many employers are searching for ways to find out about the integrity and performance of job candidates. A recent article published in HR Magazine claim that recruiters are looking to social network sites such as Facebook, to paint a picture of a candidate.
According to a 2010 poll on background checks conducted by the Society for Human Resource Management (SHRM), 98% of members stated that their organizations would only verify dates of employment for current or former employees. Furthermore, 68% said they wouldn't discuss work performance, 82% stated that they wouldn't discuss personality and 87% said they wouldn't disclose a disciplinary action. Regardless of success, employment law attorneys encourage HR professionals to forge ahead. If a company doesn't perform a background check on an employee and he or she harms the employer, the company could be at fault for negligent hiring. One should document good faith effort to find out information.

I was involved in a case where an employee had perfect attendance during his probationary period but once he was part of the union, his unexcused absences were frequent. Another employee, through a mutual friend, heard this individual had an attendance problem at his previous job. If true, it would’ve been helpful, but many previous employers’ policies don’t allow them to elaborate. The article mentions that many HR personnel or hiring managers are calling references and previous employers themselves, often asking the candidate's supervisor to give further information, and bypassing the HR department. This is a sketchy practice, as some hiring managers may ask illegal questions. In the end, the goal is to find the right candidate for the job, not dig up dirt on candidates.

Meinert, Dori. "Seeing Behind the Mask." HR Magazine. February 2011; 31-37.
Image: Mark Anderson, www.andertoons.com