The Truth About Background Checks: What Job Seekers Must Know

This episode explores the complexities of HR background checks with Ghislaine Knauff, who has worked in HR operations for a Fortune 100 company for the past 15 years. This discussion rarely takes place on podcasts and would help many job seekers understand background checks have many snares and nuances. 

 

I learned a lot, not realizing how much could happen along the way. As you'll see in the episode, it's not just what an employer says about a former employee. I've shared notes with you, but hearing them will add much context to my quick talking points. 

 

Highlights: 

Hiring Process Delays:

- Hiring delays are common and frustrating for candidates.

- Varies by industry; some are highly regulated (e.g., financial services), requiring extensive background checks.

 

Factors contributing to delays:

  - Industry-specific regulatory requirements

  - Comprehensive background checks (e.g., criminal history)

  - Candidate responsiveness

 

Role of HR in Hiring:

- HR's involvement begins after the resume review and initial interview.

- HR checks applications for employment history, education, and criminal records.

- Verification processes may include contacting previous employers and checking licensing databases.

 

Employment and Background Checks:

- Background checks vary by industry.

- Common checks include employment history, education verification, and criminal background checks.

- Performance issues noted in past employment may be considered but are only sometimes a dealbreaker.

 

References:

- The importance of references can vary.

- References are only sometimes required in some industries.

- Ideal references include supervisors or peers who can vouch for work ethic and teamwork.

 

Challenges in the Hiring Process

- Delays obtaining information from external sources (e.g., understaffed courts, previous employers without automated systems).

- Differences in checks for industry-specific roles.

- Potential application discrepancies (e.g., incorrect employment dates) can lead to distrust.

 

 Social Media and Hiring

- Social media checks are handled separately, not as part of initial background checks.

- The impact of social media presence can be significant if it is negative (e.g., hate speech).

- It is essential to maintain a professional online presence.

 

Industry Trends and Advice

- Some industries are consistently hiring; consider exploring new fields if you need help finding a job.

- Skills can be transferable across industries.

- Research and understanding of where skills fit can broaden job opportunities.

 

 Conclusion

- Encouragement to explore different career opportunities.

- Contact Just Lane via LinkedIn for more insights.

- Stay informed about upcoming job-related podcasts and resources.