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When you have the best interests of your business at heart, it can feel like anything you can do to ensure you only bring the right people on board is worth doing. It is now easier than ever before to find out all kinds of things about someone online, and this can make you feel…
When you have the best interests of your business at heart, it can feel like anything you can do to ensure you only bring the right people on board is worth doing. It is now easier than ever before to find out all kinds of things about someone online, and this can make you feel a lot more secure about hiring them. However, some people do feel that background checks and looking up people’s online activity on things like blogs and social networks can be an invasion of privacy, and that certain things are technically none of a potential employer’s business, as they don’t relate to how someone might perform in a professional capacity. Here we take a look at some of the ways you can screen people, and when it might be acceptable to use them:
There are several ‘official types of background check you can do, for example the conventional thing of checking employment references (which you should always do – many companies don’t), though often this is only done after an offer has been made so it isn’t such a great way to help shortlist candidates for interview. You can also check police records, which is essential in some fields, for example where people will be working with kids or vulnerable people, and credit records. Checking someone’s credit history is a good thing to do, and acceptable, if it has any impact on their perceived ability to do the job. If they are going to be dealing with cash or working in the financial services sector, a credit check is a normal thing that most applicants won’t object to.
Another official type of background check is to take a look at their driving history. You can access someone’s driving record online and see how responsible they have been as a driver. In most cases this is only essential if the job includes access to a company car or involves driving, but for some employers it can also be a way of gauging how responsible a person is in general. All of these more official checks are fairly acceptable to candidates with nothing to hide, and it is easy to mention in your job advert that people may be subject to some or all of these checks.
Social media is where checking out your candidates can become a little more of a gray area. In general, it is bad form to look at people’s Facebook profiles, as Facebook is a ‘closed’ social network where theoretically people think the things they are saying will only be seen by people they have chosen to see it. Twitter is a slightly different matter as tweets are public, so it isn’t unethical to read someone’s Twitter posts if, and only if, their Twitter name easily identifies them as them. The same goes with blogs. If some deep digging reveals what is essentially an anonymous blog or Twitter account, then this person does not intend for you to see this or judge them on it, and also, whatever they write will not be a reflection on your business anyway as it is not linked obviously to this individual’s ‘real life’.
SSN Trace is commonly used by employers, landlords, and financial institutions to verify individual’s name, date of birth, and other identifying information. The service is also used by private investigators, attorneys, and other professionals who need to verify an individual’s identity.
The SSN Trace can help you to find out an individual’s employment history, address history, and also illegal activity, if any.