Background screening in recruitment - what is it about?

Service Business

Employers care about finding the best possible employee. No wonder, people are the pillar of the company's success, so the better the specialist, the greater the benefits for the company. Various recruitment methods are used more and more often, abandoning only the job interview. A well-conducted, accurate recruitment requires time and money, but the entrepreneur is then almost certain that he will not have to repeat it in the near future, and the employee will help in increasing the company's turnover - in the end, the financial and time expenditure will certainly pay off. Therefore, there are many recruitment methods, and one of them, which is becoming more and more popular, is background screening. What is it about? Is it fully legal? We will try to clarify this issue in this article.

What is background screening?

For many professions, the requirements of employers are high. No wonder, because everyone wants to work with the best specialists. As a result, it is not uncommon for employees to color their experience a bit. Not only do they extend the working hours for a given employer, but also enter more responsibilities than they really were, and even invent places of work and study in which they never really worked. It is risky, but it does happen, and it is not a rare practice.

Therefore, there is a risk that we will hire someone who is not really qualified for the job. Such an oversight, however, usually quickly becomes apparent. Then, another recruitment is often needed. The company loses time and money, not only those that have already been paid to the employee - he may expose the company to loss with his work and delay the performance of tasks, and as you know, time is money.

Background screening is a recruitment method that carefully checks the candidate's CV. Usually references or diplomas are checked, in this case, however, it is also about checking the source of education, employment time with previous employers and the scope of duties, certificates, etc. exactly like those in your CV.

What does background screening give the employer?

Why is it worth investing in background screening? First of all, we will be sure that we have found the right specialist. The confirmation of his skills and education allows us to make sure that his competences are not bogus.

Besides, as already mentioned, it saves time and money. Don't fool yourself - background screening is not cheap and won't take several hours. However, overall it is profitable. In addition, there are companies on the market that can take care of it instead of us - for them background screening is an applied and well-known method that does not cause problems for them. Hiring an outsourcing company in this case is a good step.

Background screening for the employee

If we mis-introduce the idea of ​​background screening to the employee, it is quite likely that they will feel checked, and they may also have the impression that the potential employer does not trust them and does not believe in their competences. Therefore, it is worth treating this method as something natural from the very beginning, not to act as if we accused the candidate of lies in advance. Remember that we are at an interview, not at an audition.

In addition, the employee does not always have to agree to background screening. The point here is not in every case that this behavior admits to lying. For example, he may be looking for a job in secret from his current employer. As a result, a phone call from the company he was recruiting for may deprive him of his current employment.

How to perform background screening?

Background screening must be thorough and efficient to be effective. Notify the employee about it and do nothing behind his back. What is worth remembering?

Many people think that this recruitment method seems a bit illegal. Can an employee be checked in this way? There are many reasons for this doubt. Art. 221 § 1 and 2 of the Labor Code clearly indicates what data an employer may require from an employee.
Article 221. § 1. The employer has the right to require the applicant to provide personal data, including:
1) first name (names) and surname;
2) parents' names;
3) date of birth;
4) place of residence (correspondence address);
5) education;
6) the course of previous employment.

§ 2. The employer has the right to request the employee to provide, regardless of the personal data referred to in § 1, also:
1) other personal data of the employee, as well as the names and surnames and dates of birth of the employee's children, if providing such data is necessary due to the employee's use of special rights provided for in the labor law;
2) the employee's PESEL number assigned by the Government Information Center of the Universal Electronic System for Population Registration (RCI PESEL).

In the following paragraphs - 3 and 4 - it is noted that: Personal data is disclosed to the employer in the form of a declaration of the data subject. The employer has the right to demand that the personal data of the persons referred to in § 1 and 2 be documented.

The employer may request the provision of personal data other than those specified in § 1 and 2, if the obligation to provide them results from separate provisions. In other cases, the provisions of the Act on the Protection of Personal Data shall apply.
Personally Identifiable Information Protection Act
Art. 23. 1. Data processing is allowed only if:
1) the data subject consents to it, unless it concerns the deletion of data relating to him;

Therefore, it can be concluded that for background screening to be legal, the candidate must expressly consent to it, in writing. Otherwise, the recruiter will act illegally, so it is difficult, for example, to accuse a potential employee of a lie.

Background screening is not illegal, but it can be if done unprofessionally.So if we are not sure if we are able to use this method properly, it is worth outsourcing it to another company.

Overall, background screening is a new but effective recruiting method. Thanks to it, you can be sure that the employed employee is really a specialist in his field, and his competences were not invented for the purpose of creating a CV. Of course, this does not mean that in the eyes of employers all employees lie. However, recruitment is a stage that they want to carry out as efficiently as possible, which should not be in any way surprising. Therefore, they attach great importance to who they employ and whether it is the right decision.

If we are looking for an employee and we want him to start performing his duties quickly and efficiently, it is worth using background screening in recruitment.