How do you thoroughly check a candidate's background?

1 Verify their resume

Don't just take a candidate's resume at face value. You need to check the accuracy and consistency of their information, such as education, employment history, certifications, and references. You can use online tools, such as resume verification services, to automate this process or contact the relevant institutions and employers directly. You should also look for any gaps, discrepancies, or red flags that might indicate fraud, dishonesty, or poor performance.

2 Conduct a criminal record check

A criminal record check is a vital step to ensure that your candidate does not have any criminal history that might pose a threat to your client's safety, security, or reputation. You can use online databases, such as the National Crime Information Center (NCIC), to access criminal records across the country or hire a third-party service to conduct a comprehensive background check. You should also comply with the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission (EEOC) guidelines when requesting and using criminal records.

3 Perform a credit check

A credit check can help you evaluate a candidate's financial responsibility, stability, and integrity. This is especially important if your candidate will handle money, assets, or sensitive information for your client. You can use online services, such as Experian or TransUnion, to access a candidate's credit report or hire a professional agency to perform a credit check. You should also obtain the candidate's consent and follow the FCRA rules when conducting a credit check.

4 Review their online presence

A candidate's online presence can reveal a lot about their personality, values, and behavior. You can use social media platforms, such as LinkedIn, Facebook, or Twitter, to review their profile, posts, comments, and connections. You can also use search engines, such as Google or Bing, to find any articles, blogs, or reviews that mention their name. You should look for any positive or negative aspects that might affect your client's image, culture, or goals.

5 Ask for referrals

A referral is a recommendation from someone who knows the candidate well and can vouch for their skills, character, and performance. You can ask the candidate to provide you with at least three referrals, preferably from their previous managers, supervisors, or colleagues. You can also use your own network, such as your peers, clients, or industry associations, to find out more about the candidate. You should contact the referrals by phone or email and ask them specific and open-ended questions about the candidate.

6 Test their skills

A skill test is a practical way to measure a candidate's abilities, knowledge, and competence in a specific area. You can use online platforms, such as Indeed or SkillSurvey, to create and administer skill tests for various roles and industries. You can also use your own methods, such as case studies, simulations, or assignments, to test the candidate's skills. You should design the skill test to match your client's expectations, standards, and challenges.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?