why do employers run employment background checks?

The answer is simple: some candidates are untruthful in their job applications. Some embellish small facts about their contributions to particular projects, while others invent entirely fictional employers and qualifications. It may not be common, but it happens. Without running a background check, you have no choice but to take the candidate at their word.

Conducting a background check doesn’t just verify the information they’ve given you — it also determines how trustworthy they are and whether they have the key skills your organisation requires.

types of employment background check.

The specifics of a background check depend on the employer’s requirements. For example, professional certifications will probably be checked closely during employee background checks for medical roles. A criminal record check may be the most important step for jobs in certain government authorities. The most important thing is to check the aspects of a candidate’s background that are relevant to your company and the role — but be careful to stay in line with privacy regulations by ensuring you have a legal basis for running a background check, and avoid gathering more information than you need.

A typical hiring background check may include several of these individual checks:

Employment verification — Checking the candidate has actually worked in the roles and at the companies listed on their CV, typically by contacting the companies directly.
Education verification — Checking they hold the educational credentials they claim to hold by contacting the universities or institutions listed.
Identity verification — Validating a candidate’s identity and ensuring they are the person they claim to be. It’s not unheard of for fraudsters to apply for jobs under a stolen identity.
Criminal record check — Checking if a candidate has a criminal record, typically with the local police authority.
Credit check — Checking for large debts or past financial difficulties that could make a candidate unsuitable for a particular role.
Professional license verification — Ensuring a candidate has the valid professional credentials they claim to have, outside of their educational qualifications or professional experience — for example, medical licenses for healthcare workers, bar association membership for lawyers, or trade qualifications for electricians.
Driving record check — Important in roles where the candidate will operate cars, trucks or construction machines.

what’s the difference between a background check and a reference check?

During a reference check, you get insights into the candidate’s work performance and level of engagement from former colleagues and managers referred to you by the candidate themselves. Background checks focus less on their professional qualities and more on the details of their career history and personal achievements. Additionally, background checks typically don’t require any input from the candidate — unless permission is legally required to run specific checks.

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