Background_checks.docx(1) HR400 Background Checks Department of Business, Purdue Unive

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Background_checks.docx(1) HR400 Background Checks Department of Business, Purdue University Global HR400 Employment and Staffing Professor/Dr. Background Checks The results of a background ch... eck bare so much weight when deciding to hire someone. A background check tells the employer information about a candidate that they otherwise wouldnt know and verifies the information received is true. Such as criminal or employment history and education completed. Background checks are a key component in verifying information as about 40% of resumes contain false or embellished information (Doyle, 2020). Background checks are a necessary part of any hiring process, however results in some areas should be reviewed further. One such result that would require further investigation would be criminal history. While most people have no issues passing the background check there are some that do. According to SHRM about 30% of Americans have a criminal history that visible via the background check. To some this is alarming, yet the severity and date of the offence should always be considered. For example, if a candidate had a DWI when they were twenty-two and are now fifty-three and have had no other issues; the incident can be written off as misjudgment as a young adult. However, if the candidate had a DWI when they were twenty-two again when they were thirty, thirty-four and forty this shows a pattern and is a red flag. Criminal history however is not a one size fits all situation each position within the c. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . [Show More]

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