Background Verification Myths Debunked: Separating Fact from Fiction
Background Verification (BGV) is undoubtedly an important aspect of the hiring process, yet only a little is known about it outside the industry. Furthermore, there are blaring myths surrounding it, causing employees and employers alike to fall prey to it. In this blog, we will debunk some myths to help those new to the realm of BGV make more informed hiring decisions.
Myth #1: Background Checks violate the candidate’s Privacy
Contrary to popular belief—or rather, popular misconception—background checks do not violate privacy laws. They are initiated only after obtaining consent from the candidate, and the information obtained in the process is strictly regulated and used solely for employment decisions. Moreover, BGV firms are bound by data protection laws and adhere to strict protocols to maintain industry standards. In short, candidates have nothing to fear about—unless there’s something to fear about.
Myth #2: Background Checks are Time consuming
Gone are the days when it took weeks to find information, in today’s digital era it only takes a click to fetch data. Thanks to technology, the modern-day BGV process is not only fast but highly efficient. Here at Vibrant Screen, we can complete the entire process in under 24 hours depending on the required level of checks. So, recruiters, a background check won’t waste your time by slowing down the hiring process– in fact, it will save you both time and money in the long run by ensuring you hire the right candidate.
Myth #3: Background Checks cover only Criminal records
Many candidates believe that background verification is only about checking criminal records. But background verification is not just about digging up the criminal history of a candidate, there is much more to it. The scope of a Background check varies based on the recruiter’s requirements. A typical BGV involves verification of the candidate’s identity, employment history, educational qualifications, address, and, criminal records. Depending on the specific requirements, additional checks like drug checks, virtual address checks, references, global database checks, and UAN checks can also be conducted.
Myth #4: Background Checks are only needed for Large Corporations
Many small and medium businesses don’t invest in BGV, mistakenly believing that it is only necessary for large corporations. In reality, they are just as vulnerable to hiring-related risks as larger corporations. Interestingly, bad hires often have a greater impact on small and medium businesses due to their limited resources. Regardless of an organization’s size, hiring the wrong candidate can lead to serious consequences.
Myth #5: Background Verification is a One-Off Process
A significant number of employers unfortunately believe that BGV is a one-time process, only necessary for screening new hires. While this may seem fairly logical on the surface, it leaves a major loophole looming in the shadows. Current employees could engage in activities that could tarnish the organization’s reputation. This is why it is crucial to periodically background check employees to maintain compliance. Organizations can save themselves from trouble by regularly screening employees in key positions and those up for promotions.
Now that these myths are debunked, background verification should seem far less intimidating. By separating fact from fiction, both recruiters and candidates can make more informed decisions. Misconceptions can lead to missed opportunities, bad hiring decisions, and even legal complications. This is where Vibrant Screen can help you dispel these myths and keep your organization safe from potential risks. We offer legally compliant, fast, and faultless background verification services to safeguard your business.
Get in touch with us today to streamline your hiring process.
