Sie müssen eine Hintergrundüberprüfung für Ihren neuen Mitarbeiter durchführen. Was sollten Sie beachten, bevor Sie sich für eine Dienstleistung entscheiden?

I am always pro this quote “we hire for attitude and not for the skills” Yes skills are important but I see that they are trainable if we had a really good competent candidate who do cares about people and has ownership with good attitude.. attitude remains and it might not be changed easily .. but skills are trainable so before thinking about the budget, Refrence check previous x employers .. trust our interview intuition ..

First, consider the population you hire, industry, and volume of hiring. High volume hiring may require a lower scope, criminal record and fast speed service. Whether the role adheres to regulations surrounding the safe operation of vehicles, you may be required by law to include drug testing and identity verification. Carefully consider these implications to ensure an effective background process and optimal candidate experience.

Usually, provenience environments it says already a lot. After it’s important understand the level of the candidate and motivation. Attitude and motivation are often more important than skills. The technical part can be learned with right attitude and mentality. So yes, it’s about mentality of course and aspiration in growth. After is necessary be clear both side under budgeting and economical aspects. We work for money, all of us, so it s a very relevant topic. A good balance between those two aspect can definitely help in a good and successful hiring

One thing I have found useful is taking guidance from people in my industry. Understanding what you think you need and what you actually need can be qualified by networking

Accuracy and quality of data and facts presented by BGV agency is always a concern for recruiting team. Authencity of facts require thorough deep dive with holistic approach to find out facts and understand the interpretation in right spirit. BGV agencies at times fail to bring true picture of a candidate and BGV just looks like tickmark activity for recruiting team, and BGV agencies also compliment the same approach. BGV reports are crucial part of a candidates credentials and recruiting teams must ensure and reverify any concern raised by BGV agency and reverify the info with candidate as well in case of any mismatch in information produced by candidate and BGV agency.

You want to ensure the quality, accuracy, and integrity of all data when selecting a background check company. Some third-party services may rely on outdated sources which lead to false positives for false negatives. To ensure the utmost success, select a service that uses primary sources and cross-referencing. Those which use government sources and courts tend to be the most reliable. Just keep in mind that it may take longer to return to you.

Depending on the company scale and the number of annual hirings i would prefer to do the background checks internally to make sure of the accuracy and the quality of the data collected, the internal team should be well trained on how to contact the references and how to manage the communications to get the needed data correctly beside they will be a brand ambassadors reflecting the company values and culture

By my side, It s important understand he reason of the end of the previously work relation and what is the motivation of the apply for the job. It’s important keep well in mind that in every situation things can be different and everyone learn from mistake and bad experiences. So sometimes we can have a good hiring coming from a negative previous experience. In my humble visione moreover, understanding people is not for everyone and is a kind of skills that you can improve with experience on field and it can help a lot in hiring process

Testimonials are a great way to gain tangible accuracy, also looking into licences or certifications where the provider has needed to evidence their work to gain.

This may be one of the most important factor when selecting a background check provider. The level of customer service and support offered can determine whether candidates slip through the onboarding process, receive errors, or pass. Ensure you select a provider that offers quick responses, troubleshooting, maintains good information management practices for new hires, and communicates the process transparently and efficiently. This level of support can directly impact candidate start dates and related metrics such as time-to-fill and drop-off.

Like any service, you need to understand the data provided and know how to interpret it. Providers with a good cs team will always rank higher up on my list

Properly implemented background checks from reputable providers can ensure the utmost safety and compliance of your organization. Therefore, it is important you select a company well known for its services. A background check provider can be the difference between an inclusive hiring process, and a restrictive, unproductive one.

We learn from mistakes and bad experiences also. Not just by success or good experiences. So in hiring process flexibility in judgements and open mind is what can make the difference of the hiring process