Background screening services can help small business owners hire employees, reduce turnover, and mitigate exposure to negligent hiring claims. However, it’s important to review applicable laws to determine what should be included in a background screen. There is a wide range of potential areas you can explore — but it’s critical to comply with state and local laws regulating background checks as well as the Fair Credit Reporting Act (FCRA). Here’s a closer look at what areas companies should consider evaluating as part of their employee background screens.

Verification of Employment and Education History

SHRM has noted that up to 53 percent of resumes contain a lie. Perhaps a candidate stretches their title, tries to disguise dates of unemployment, or claims an educational credential they didn’t complete. A candidate background screen should begin with verifying dates of employment, titles and employer history, and educational credentials.

In addition, any special training or licensing that is required for the position should be verified as well. Confirming candidates have the experience and education their resume represents can help protect your company against misrepresentation while ensuring you have qualified individuals working for your company. In certain fields, such as medical or legal, the consequences for not properly verifying an employee’s credentials can have catastrophic financial and reputational repercussions.

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