Almost each company in almost every industry has started to employ some type of background screening prior to accepting new employees. Some of these employers use a basic criminal background search, while other employers go for more extensive searches, fingerprinting and even drug screening, to help them assess whether or not a potential hire is a good fit for their team.
If you are planning to add fingerprinting to the applicant screening process in your company, there are a few things you have to know. First off, depending on the industry that you’re in, you may actually be required by law to include fingerprinting as one of your screening methods prior to making a job offer. Two examples are the banking and healthcare sectors, although the education industry has also been requiring extensive background checks on their workforce.
Clearly, if you belong in an industry where background checking and fingerprinting is required, then you need to have concrete plan in place. However, many employers makes themselves more vulnerable to issues by assuming that they only need a single background check method.
For most businesses, incorporating fingerprinting with several other screening methods has worked more for them. In reality, there is no one form of background screening that is adequate, so it’s a must that all relevant measures are taken to ensure that there are no security loopholes in terms of hiring new applicants. If you’re looking for a reliable fingerprinting service, take time go consider the following:
Pick a service that is known for providing quick and accurate results. Some services even offer background screening packages that can be done a matter of one hour or less, including a variety of tests, from drug tests to integrity tests.
You should also be able to expect expert from them through certified human resource experts as needed.
Useful and Easy-to-Understand Reports
As with an executive summary, a report from your chosen fingerprinting service must be in a format that shows you all the pertinent information on the first page of the document. In one look, you should be able to see if the applicant has met your hiring requirements, so you can shift your focus on other matters that also need your attention.
You shouldn’t have to call somebody or ask for an interpreter who can help you understand what the results are saying. If an applicant has a criminal record hit, this should be displayed in a manner you will easily grasp. The report should be completely code- or jargon-free.
Lastly, find out how many locations the fingerprinting service has. Some applicants will not want to drive hours just to get fingerprinted for a job.