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Why Companies Shouldn't Ignore Background Checks

Why Companies Shouldn’t Ignore Background Checks

Finding top candidates in a pool can prove challenging for hiring managers. Traditionally, they relied on resumes and interviews to learn more about the behavior and qualifications of an applicant. Unfortunately, they offered only a tip of the candidates’ background.

Modern recruiters should emphasize background checks before making hiring decisions. Downplaying the importance of background checks often leads to unimaginable consequences for recruiters and the company they present. Background checks can help divulge the following information to guide your hiring decisions:

Candidates’ Criminal History

Criminal history is a vital element for background screening and the hiring process in general. Background checks offered by Triton Canada and other agencies offer employers information about the candidate’s previous legal issues. However, having a criminal record isn’t enough reason to disqualify a candidate.

Hiring managers should evaluate the nature and severity of the offense. Most employers analyze whether the previous conviction is relevant or relates to the position being sought by the candidate. For instance, candidates seeking a financial position may not be a good fit if they have previous cases of fraud or embezzlement. 

The timing of the offense is also important. Patterns of criminal behavior should raise more concerns than isolated incidents that happened decades ago. Recruiters and employers often consider the candidate’s rehabilitation efforts and evidence of behavioral changes.

Credit History

Background screenings also include a candidate’s credit history, especially if the position being sought revolves around financial responsibilities. Recruiters use credit checks to evaluate the candidate’s financial responsibility and integrity. Potential employers can learn a lot about the candidates’ past financial behavior from their credit history.

Information on payment history, debts, and bankruptcies is important when making hiring decisions for some posts. Like criminal history, candidates with poor credit history shouldn’t be disqualified immediately as it doesn’t indicate dishonesty or incompetence.

Instead, recruiters should scrutinize more depending on the vacation position. For instance, roles like managing a company’s finances or budgets aren’t suitable for candidates with a history of debts or financial mismanagement. Employers also get worried about the risk of fraud or theft if the candidate is financially unstable.

Employers should dig deeper to find the reasons behind the candidate’s financial issues. Some circumstances, like divorce or medical emergencies, can lead to financial difficulties but don’t reflect their character.

Social Media Screening

This type of screening involves checking social profiles. This is done to gather more information about the character and sustainability of the applicant for the position. Screening social media pages provides additional insights beyond what’s mentioned in the resumes and interviews. However, this background check raises serious legal and ethical issues.

Employers typically scour for red flags in the individual through inappropriate behaviors, foul language, or negative comments about their previous employer. Insights from their profiles also help assess the candidate’s communication skills and cultural fit.


Background checks are certainly important during recruitment. HR managers use this information to make informed hiring decisions. However, employers should be careful when running these checks. For instance, they should do so in line with the relevant laws and regulations. They should also be discreet and fair when interpreting information gathered from these checks.


Published By: Aize Perez


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