When it comes to hiring for a new job, employers should take the time to thoroughly review the background of each applicant. This includes checking information such as work history, credit, driving history, criminal history, vehicle registration, court records, compensation, bankruptcy, medical history, references, property ownership, drug test results, military records, and information about sex offenders. For certain positions that involve operating vehicles, employers may also verify driving records as part of the selection process. It is common for employers in finance-related fields such as business, banking and lending services to check an applicant's credit score.
Failing to do so could lead to negligent hiring lawsuits if the person they hire ends up facing new accusations for their behavior at work. 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. In addition to criminal background checks, employers may also want to consider conducting a credit self-check to get an idea of what they might see and what conclusions they might draw from that information. Candidates may voluntarily provide information about their military service if appropriate; however, employers should not plan to review that information or seek evidence of their discharge.
For certain positions that require direct contact with the public or handling cash, sensitive financial data or sensitive personal information, it is especially important to check the candidate's criminal report. 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. Depending on the type of job being filled, employers may request additional information from their candidates and request more information about their employment background checks.