Employers may want to verify the candidate's previous employment, education, criminal history, and other pertinent information to ensure that the candidate is honest about their past experience and credentials. Evaluating candidates for jobs requires understanding their needs, their prejudices and the potential of others. Combined, they all provide you with the tools to find what you're looking for. In some cases, the hiring manager will organize a selection committee to review applications and interview and evaluate candidates.
The hiring manager usually holds a meeting to review the profile of the ideal candidate and commission the committee. Like an automatic criminal background check, a credit self-check can give an idea of what employers might see and what conclusions they might draw from that information. For example, an employer that contracts financial accounts and sensitive personal information would want to avoid hiring a candidate with a history of embezzlement or identity theft, so that they don't take advantage of their position to commit similar crimes. When hiring for jobs that involve operating vehicles, employers often include verifying driving records as part of the candidate selection process.
Employers who overlook this type of relevant criminal record when filling a job may face negligent hiring lawsuits if the person they hire ends up facing new accusations for their behavior at work. Work history is one of the main elements that hiring managers consider when evaluating candidates for a vacancy. While candidates may voluntarily provide information about their military service, if appropriate, employers should not plan to review that information, check details about a person's military history, or seek evidence of their discharge. For example, by reviewing a person's criminal past, a hiring manager can assess the level of risk that a candidate could pose if given the position in question.
On the other hand, employment, education and credential verifications are an essential step in helping employers determine if their candidates are qualified for the position in question. This strategy gives the candidate an opportunity to see their history and get a preview of what their hiring manager will see.