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Background checks- prevent costly incorrect recruitments

An incorrect recruitment can be very costly for the employer and in the worst possible scenario damage the business. By using background checks as a measure, one can prevent costly incorrect recruitments and increase the validity of a recruitment process. By, for example, examining the candidate's financial and legal history, circumstances may arise that are important to be aware of prior to employment.

-It is impossible to validate an individual to 100 percent in connection with a recruitment process, but we want to recommend our customers to use the tools available to reach as high as possible and quality assure the recruitment process. One such tool includes background checks. It often only takes a couple of minutes to determine whether a person, for example, has major financial concerns that may affect the work, or whether the person in question has been convicted of a criminal act by reconciling with the criminal record, says Lina Friberg, senior recruitment consultant at ROI Rekrytering .

A simple measure that strengthens the quality of the recruitment process

In principle, she always recommends background checks in connection with a recruitment process, regardless of the type of position. However, the background checks often include more parameters the higher up in the hierarchy you recruit. For example, when a company recruits a new CEO or board member, the background checks are often rigorous.

The gut feeling can sometimes say that an individual is completely right for a position, but then new information that emerges in the background check can contribute to a quick reassessment of the decision.

- Relatively often, new information emerges after a background check. This can range from a person having large debts, engaging in dubious activities on social media or having been convicted of some form of crime. The most important purpose of background checks is to obtain information that the candidate himself seldom shares voluntarily, and which can be decisive for the role for which the candidate is intended. Just because you have something in the register, you are not automatically wrong for the role, but sometimes it can be completely decisive, says Lina Friberg.

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