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The Truth About Background Checks: What Job Seekers Must Know

The Truth About Background Checks: What Job Seekers Must Know

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 This episode explores the complexities of HR background checks with Ghislaine Knauff, who has worked in HR operations for a Fortune 100 company for the past 15 years. This discussion rarely takes place on podcasts and would help many job seekers understand background checks have many snares and nuances. I learned a lot, not realizing how much could happen along the way. As you'll see in the episode, it's not just what an employer says about a former employee. I've shared notes with you, but hearing them will add much context to my quick talking points.

Highlights:

Hiring Process Delays: - Hiring delays are common and frustrating for candidates. - Varies by industry; some are highly regulated (e.g., financial services), requiring extensive background checks. Factors contributing to delays: - Industry-specific regulatory requirements - Comprehensive background checks (e.g., criminal history) - Candidate responsiveness Role of HR in Hiring: - HR’s involvement begins after the resume review and initial interview. - HR checks applications for employment history, education, and criminal records. - Verification processes may include contacting previous employers and checking licensing databases. Employment and Background Checks: - Background checks vary by industry. - Common checks include employment history, education verification, and criminal background checks. - Performance issues noted in past employment may be considered but are only sometimes a dealbreaker. References: - The importance of references can vary. - References are only sometimes required in some industries. - Ideal references include supervisors or peers who can vouch for work ethic and teamwork. Challenges in the Hiring Process - Delays obtaining information from external sources (e.g., understaffed courts, previous employers without automated systems). - Differences in checks for industry-specific roles. - Potential application discrepancies (e.g., incorrect employment dates) can lead to distrust. Social Media and Hiring - Social media checks are handled separately, not as part of initial background checks. - The impact of social media presence can be significant if it is negative (e.g., hate speech). - It is essential to maintain a professional online presence. Industry Trends and Advice - Some industries are consistently hiring; consider exploring new fields if you need help finding a job. - Skills can be transferable across industries. - Research and understanding of where skills fit can broaden job opportunities. Conclusion - Encouragement to explore different career opportunities. - Contact Just Lane via LinkedIn for more insights. - Stay informed about upcoming job-related podcasts and resources.
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