Background checks should be carried out at all levels of a company, but the scope of a background check must be adapted to the function that the person has to compete.
Companies have a legitimate need to protect their interests and ensure they hire qualified and reliable employees. Background checks can be an effective tool to achieve this goal, but striking the right balance between the company's security needs and respect for the applicant's privacy is critical.
The first piece of advice is to ensure that you only obtain information that is relevant to the position. Although it is technically possible to obtain many different types of information about an employee, it is not always necessary or acceptable. Focus on the information that has a direct impact on the employee's ability to hold the position.
The second piece of advice is to assess the scope of the background check against the level of responsibility of the position. The more trusted a position is, the more comprehensive the background check can be. However, it is important to remember that even for highly trusted positions, the background check should still match the position and not be unnecessarily intrusive.
The third piece of advice is to make sure you comply with applicable legislation, including the GDPR and any special regulatory requirements for your particular sector. This may include requirements for obtaining consent, storage and deletion of data, as well as the employee's right to access the information collected. Be sure to keep track of the rules and implement them in your background check procedures.
Proportionality is the key word when it comes to background checks. By following the 3 tips in this article, you can ensure that your background check meets the position and complies with applicable law. It's about striking the right balance between the company's need for security and the employee's right to privacy. If you have any questions about the process or need help getting started, you are always welcome to contact us for advice and guidance.
