US law obliges employers to ask for the candidate’s permission before they run a employment background check. Afterwards, they also have to inform candidates of their intention to reject them (adverse action notification) to give them time to rebut a false report. The candidate will inevitably have their own concerns and questions on the pre-employment screening. Leaving them in the dark means great candidates will question the employer’s motivation, their approach and whether they should best accept another offer that doesn’t involve employee screening. Go to website for more employment background tips!

To avoid this confusion, an open discussion is vital. Think about candidates’ concerns so you can alleviate them and answer their questions.

Here, we provide you with some questions your candidates are likely to ask (or at least have on their mind) before a pre-employment screening, and tips to answer them without causing awkwardness:

Question 1: Why is this necessary?

It’s not unreasonable for a candidate to think that any information that can’t be found on their resume is obsolete because it isn’t job related.

Tip: Think about your reasons and be honest

You may want to do thorough background checks on everyone you interview. Depending on the role this won’t be cost effective and may even expose you to litigation. So, think about how necessary or legal it is to request a background check. Build your argument on how the results of the screening correspond to the candidate’s ability to do the job. For example, if you’re interviewing a candidate for an accounting position, you can reasonably explain why a credit check is important. But if you’re thinking of doing a credit check for a shop assistant position, it will be much harder to persuade them it’s necessary.

Question 2: Do you do it to everyone or just me?

This question hides a serious discrimination hazard.

Tip: Say it’s your standard procedure (and mean it)

Employment background checks should be mandated by the nature of the position and be part of a determined hiring process. Don’t decide suddenly that you want to run a background check for a candidate you have a “feeling” about. That may expose you to legal risks under equal employment opportunity laws which can be difficult to respond to. Ideally, you should have already informed candidates that they’ll have to go through a background check in your job ad.

Question 3: Isn’t this a violation of my privacy?

Candidates may not be aware of laws about background checks. They may reasonably think it’s something unethical and potentially illegal.

Tip: Discuss your rights (and theirs)

This is a valid concern among candidates, regardless of whether they have something to hide or not. They may naturally feel exposed to the company and that may foster an issue of trust with a future employer. Explain carefully that the law permits background checks as long as protocol is followed and discrimination is avoided. Talk about the candidate’s rights also, their right to receive a review of the final report or the right to refuse a background check (also forfeiting the position). Speak explicitly about confidentiality and equal opportunity compliance.

Question 4: Are you looking for reasons to reject me?

A candidate might think that if they were good enough they’d be hired on the spot. A request for a background check could mean that you don’t really like them and are looking for a reason to avoid hiring them.

Tip: Tell them what the background check means to you

First, let the candidates know that you wouldn’t be willing to spend money and time for a background check on an employee you don’t want to hire. Tell them the background check is meant to reinforce a hiring decision rather than prevent it. On top of that, discuss what would be an unacceptable “red flag” that could make you retract interest in the candidate. Obviously, if there’s a sex offender record and you’re hiring for a teacher, you wouldn’t look much further before rejecting them. Discuss also what wouldn’t influence your decision, a bad driving record ten years ago or a poor credit report. -Workable