Regardless of whether an employer researches an applicant themselves or commissions a company to do so: Only trained personnel should screen an applicant. This should be subject to quality control and research regarding data protection and privacy concerns. As soon as a company breaks the law when searching for information, it faces civil or criminal penalties, not to mention reputational damage.
In order not only to meet legal requirements but also to be comprehensible for applicants, companies should set up guidelines for applicant screening and should use the Free background check app. This increases acceptance among potential candidates. It would be possible to communicate the procedure via corresponding dossiers or briefings that list the information gathering. This also includes allowing applicants to comment on possible critical results and to explain or correct them.
Criteria for applicant screenings
A company must be able to explain the context in which the researched information is available. The assessment factors according to which personality and social skills are measured must also be clarified.
What companies should consider: Where does the relevant information come from? This means that it should check the truthfulness and seriousness of a source. Otherwise, unsubstantiated claims can have far-reaching consequences.
Rights companies should note that applicants have the right to refuse certain statements or access to sources. For example, if someone does not accept a friend request on Facebook or the applicant has previously made the appropriate settings in their profile.
These are a few criteria guidelines that when followed would bring good results during the verification process.