Background checks are a critical tool to use when ensuring you are hiring the right candidate. An interesting study is being done to see if an independent reference (contacting previous work colleagues and line managers without the candidate listing who to speak to) completed is a better indicator of performance rather than an interview or an assessment.
When we hire or place someone we know, we know what we are going to get. It works a bit like the old saying ‘better the devil you know’. If you don’t know the candidate or don’t know of someone who has worked with them, it is best to complete thorough background checks.
Background checks can reveal any dishonesty; prevent cultural mismatches and help you to identify low performers or previously criminal employees. As we know, failing to do so can lead to expensive financial implications and disreputable, social and brand consequences:
- Employee turnover
- Increase in theft
- Increase in accidents
- Increase in workers compensation claims
- Decreased employee productivity
Background checks are often done at the end of the hiring process, and often we don’t hear what a reference is saying about a candidate due to us putting so many hours into the placement, makes you wonder if references should be done first?
Remember that you can always store your references and background checks directly to your candidate’s profile in your Placement Partner system to keep all the information in one centralised, secure place!
The Job Crystal team can conduct thorough checks on your behalf including;
~ ITC Credit Check
~ SA Fraud Check
~ ID Verification
~ Criminal Check
~ Drivers’ License Check
~ Qualification and Reference Checks