There should be procedures for conducting screening and background checks on job candidates.
Control Type: Administrative
Control Function: Preventive
Description: Background checks are a common standard procedure in most organizations. They help ensure that candidates for employment are trustworthy and lack major red flags that may indicate future nefarious activities. Organizations will not gain a complete understanding of a candidate’s character from background checks, but it is still a precautionary measure that should be implemented for all potential hires.
The majority of information for screening and background check processes can be gathered from Open-Source Intelligence (OSINT) sources, as well as specific information provided by candidates on their applications. Organizations differ in the depth of information they study for these checks. Oftentimes, industry regulations and standards play a part in the procedure. However, many general sources of knowledge can usually be consulted:
- Driving records
- Credit reports
- Criminal records (local, state, and federal)
- Medical records
- Bankruptcy information
- Military records
- School records
- Worker’s compensation records
- Character references
- Neighbor interviews
- Previous employer references
- Drug test results
- Sex offender records
Some records can only be obtained with the consent of the candidate in question. Medical, school, and credit records all fall under this umbrella, as do neighbor interviews. Drug tests must be conducted using proper procedures and sources. Several regulations also govern access to private information, such as HIPAA, FERPA, and the Fair Credit Reporting Act. Some information is strictly out of bounds for the screening process. For example, the Fair Credit Reporting Act states that negative credit information older than 7 years cannot be factored into the hiring process.