Title: Reading: (CU1 M3) Employment Background Check
Course: SkillsCom BA 224 15.1 > Section: Credit Unit 1 Module 3

This article identifies the methodology behind performing background checks. Throughout this article, there are additional hyperlinks that further break down core elements of this part of the course; click on these links and read all associated content.

Employment Background Check (Webpage)

Additional Information to Review:

- Using a search engine like Google is acceptable, but checking social networking sites raises legal issues, especially when done without the candidate's prior approval. Using databases and contacting references are recommended for finding useful information about an applicant.
- A communication is defamatory if it is false and tends to harm the reputation of another by lowering the person in the estimation of the community or by deterring other persons from associating or dealing with him or her. Managers, supervisors, and employers can be sued for defamation if comments are found to be false and harmful.
- There are two main reasons to check backgrounds—to verify the applicant's information (name and so forth) and to uncover damaging information, such as criminal activities or falsified information about education and experience.
- Nearly 90% of HR managers reported conducting reference checks. Credit checks were performed by 35% of HR managers, while 56% investigated an applicant's driving history.
- Employers verify data regarding military service, employment history, education, and credit. An applicant's age, marital status, ethnicity, and medical history or disabilities are considered irrelevant to hiring, and an employer may violate EEO laws by requesting such information.