Maybe the criminal conviction occurred when the applicant was young and they have since rebuilt their life, or perhaps the sexual harassment accusation encouraged the person to enter counseling and take other steps to be more respectful. In any case, applicants have a right to explain or argue against any background check findings, and an interview might just be the best place to have those conversations. Most of these laws have also barred employers from running background checks on applicants until after the first interview—and in some cases, until after a conditional offer of employment has been extended.
Your applicants can, of course, offer this information freely if they wish, but you still have to avoid being the one to broach the subject. These types of resume fibbing are actually quite common these days: applicants trying to stand out from the crowd will try to think up a job title that sounds more impressive or professional, while others will try to fill gaps in their employment by tweaking their hiring and departure days with previous employers.
While such dishonesty is enough for you as the employer to disqualify an applicant from consideration, you could also opt to bring up the resume inaccuracies in an interview. Perhaps you were quite impressed by the applicant and their demeanor in an initial interview, but later learned that they lied on their resume.
Choosing the Right Background Screening Company
If you still want to consider the applicant in question for a job, you might schedule a follow-up interview to talk about the resume inaccuracies. If there were just a few inconsistencies with employment dates, for instance, it might be worth it to give your applicant the benefit of the doubt. There is a possibility that the inaccuracies were not intentional, and that the applicant simply forgot that they left a job in May instead of July.
At very least, you can remind the applicant that resume fibs will almost never help them land a job, but can certainly hurt their chances. Many applicants spend a lot of time and energy preparing for interviews, whether that means learning about the company for which they are interviewing, or rehearsing answers to common interview questions. In any case, very few people are trained or prepared to answer questions about black marks on their record in the first interview.
The Pros and Cons of Routine, Repeat Background Checks - Barada Associates
As a result, asking these questions can truly blindside an applicant, thereby knocking him or her off her game. Asking these types of questions is particularly unfair if the background information you bring up is either very old or not at all related to the job opportunity at hand. Even applicants with good answers to these questions can be taken out of the interview mindset by being reminded of a dark part of their past, which can make it more difficult for them to get back on-point for the remainder of the conversation.
Employers can fill out the paperwork themselves, making this a relatively inexpensive option for background checks. Cons: When acquiring a background report from a county or municipal court, the information located in these courts is limited to records within that jurisdiction. And local courts only return records; you may not know whether the record actually matches your candidate. Pros : To mitigate risk, some employers rely on traditional third-party companies that offer background check services.
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These third-party companies often offer a wide variety of screening reports, as well as volume-based pricing which can be attractive to large companies with frequent screening needs. In addition to time constraints, be sure to set aside an ample portion of your budget, as the volume-based pricing structures of many of these services can be expensive.