This is an important part of the recruitment process enabling you to make sure the candidate is the person he/she says they are, that they have the skills and education they say they do, and do not pose a risk to your company or clients. One part of the background checks which is growing in importance in the modern recruitment market is checking tribunal histories.

Checking applicants´ references is one of the most important procedures in hiring new employees. Many job seekers misrepresent themselves, while others leave out important information. You can learn a great deal by talking to other people who know them well.
Checking references takes time, but it can save you a lot of money and headaches down the road. A negative reference could save you from hiring someone who is unqualified for a job or who has destructive tendencies.

Employment screening firms check:

• social security records;
• driving records;
• credit reports;
• past employment history;
• formal education;
• tribunal histories;
• professional licenses;
• criminal records;
• military records;
• work permits;
• character references.

You should inform all applicants that you will check their references before you make any hiring decisions.

Many employers fear being sued for defamation if they say anything negative about a former employee. Check with a solicitor if you have any worries about this aspect.

Screening verifies basic information such as employment dates, job titles, salary and types of jobs performed. If one of the basic checks don´t match the prospective employee´s resume or what you heard during an interview, you´ve got a clear sign that something may be amiss.

Take note of neutral or negative comments from references. Lukewarm comments or half-hearted praise speak volumes. Ask the former employer if they would hire the person back. If they hesitate, move on to the next applicant. Also, do not pay as much attention to positive references. Most people can find someone to say something good about them. Some employers give positive references even to bad ex-employees because they are afraid of legal action.

Since information gathered during a background check can make or break a job candidate’s chances, background checks should be conducted with sensitivity and regard to privacy. To avoid getting in trouble for unfair hiring practices, allow only trained human resources personnel or an outside agency to conduct background checks.