Employment checks are a crucial part of the hiring process, ensuring that potential employees are qualified, reliable and a good fit for the company.
However, several misconceptions about employment checks can lead to misunderstandings and missteps in the hiring process. Here are some common misconceptions and the truths behind them:
Misconception 1: Employment Checks Are Only About Criminal Records
Reality: While criminal background checks are a significant component, employment checks encompass much more. They often include verification of employment history, education credentials, professional licenses and credit history.
These checks help employers confirm that candidates have the qualifications and experience they claim and assess their financial responsibility and stability.

Misconception 2: They Violate Privacy Rights
Reality: Employment checks are conducted within the bounds of the law, and candidates must provide consent before these checks can be performed.
Employers are required to inform candidates about the checks and obtain their written consent. Furthermore, candidates have the right to review the results and dispute any inaccuracies.
Misconception 3: They Are Only Necessary for High-Level Positions
Reality: Employment checks are important for positions at all levels. Entry-level employees can have as much impact on a company as higher-level employees.
For example, customer-facing roles require trustworthy and reliable individuals to represent the company’s image positively. Therefore, comprehensive employment checks should be a standard part of the hiring process, regardless of the job level.
Misconception 4: They Are Infallible
Reality: No system is perfect, and employment checks are no exception. While they significantly reduce the risk of hiring unqualified or dishonest candidates, they are not foolproof. Mistakes can happen, such as outdated or incorrect information.
Employers should always verify the results and consider multiple sources of information before making a final decision.
Misconception 5: They Are Too Time-Consuming and Expensive
Reality: While employment checks require an investment of time and resources, the costs of not conducting them can be much higher.
The price of a bad hire, including lost productivity, rehiring costs and potential damage to the company’s reputation, can far exceed the cost of thorough employment checks. This e-commerce company knows this all too well. Additionally, many services offer efficient and cost-effective solutions for conducting these checks.
Misconception 6: They Automatically Disqualify Candidates with Past Issues
Reality: A problematic past does not automatically disqualify a candidate. Employers should consider the context and relevance of the findings. For example, a minor, non-recent offence may not be relevant to the job in question.
Employers should also consider the candidate’s subsequent behaviour and professional accomplishments. The goal is to make a fair and informed hiring decision, not to penalise individuals unjustly.
Misconception 7: They Are Only Relevant at the Time of Hiring
Reality: Ongoing employment checks, especially an enhanced DBS check, can be beneficial. Regular checks can help identify issues that arise during employment, such as criminal activity or changes in professional licenses. This proactive approach helps maintain a trustworthy and compliant workforce.
Wrapping Up
Understanding the realities of employment checks helps employers make informed decisions and implement effective hiring practices. Comprehensive employment checks, when conducted properly, can protect a company from potential risks, ensure a qualified workforce and ultimately contribute to a more successful and trustworthy organisation.
Dispelling these misconceptions allows for a more nuanced and effective approach to the hiring process, benefiting both employers and candidates.
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