Domestic violence was a part of my family's life for years. When I made the decision to leave with my children, I had to rely on the law to provide the protection we needed. Sometimes, the system does not work as fast as we want. I soon learned that going at it alone without any guidance caused significant delays. I created this blog to help others who are seeking legal means to deal with an abusive ex. By making the right moves, it is possible to get the necessary protections in place so that you can also live a happier and healthier life.
As the hiring manager or owner of a small business, venturing into those first few interviews can be difficult. When you find that perfect candidate, it's always a good idea to run a complete background check. Unfortunately, those background checks aren't always flawless. So, what happens if you get one back with what appears to be problematic information? Do you immediately rescind the offer or do you do something different? Here are a few tips to help you decide.
Make Sure The Information Is Accurate
Don't dismiss any candidate based on a background check until you can validate that the information is completely accurate. Make sure that the report you received actually belongs to the candidate in question as well. You can do this by comparing information from the application against the information in the report. Mistakes can happen in the report generation process, the actual recording of the data, and more. Ask your background check company to confirm the report before you proceed.
Consider The Policy You Want For Your Business
The first questionable background check is your opportunity to define the policy for your company. Are there certain types of problems that you're willing to dismiss? Will it depend on the position? For example, for people with keyholder responsibility, you may be more strict about the background report than for those who will answer customer service calls. If possible, put this policy in place before you actually interview anyone. That way you know exactly what to expect.
Contact The Candidate
Under the Fair Credit Reporting Act, you'll have to notify the candidate of any potential adverse decision that's the result of the background check. Provide a copy of the background report so that he or she can see exactly what is contributing to the decision. Along with that notice, you should also include a reasonable period of time for them to dispute those results if there are any inaccuracies. Consider any response from the candidate, particularly if they dispute the results of the report. Use all of the information available to you to make your decision about how to proceed.
If you choose to retract the offer, you'll have to provide the notice in writing telling them that the job offer has been rescinded due to the previously communicated issues in the background report.
Working with a skilled background check company can help you screen your potential new candidates. Talk with a local service today for more help.Share