The Truth About Background Checks: What Job Seekers Must Know

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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 occurs 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.

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