就业背景筛查已经从“很好”变成了“必须拥有”。2020 年，估计有 50% 的公司对其员工进行了背景调查。

今天，60-80% 的美国组织进行犯罪背景调查，更多的组织正在将过去的工作、教育、信用、驾驶记录、性犯罪者登记、受限方名单和其他就业前检查添加到他们的政策中。但是，尽管背景筛查变得越来越流行，但许多组织在筛查实践中仍然会犯错误。

错误 1：没有制定标准的背景筛选政策
为每个职位制定标准的书面政策可确保检查的一致性，并确保数据的使用符合公司标准和就业法规。

错误 2：不核实就业和教育
大约三分之一的简历包含某种形式的虚假陈述，所谓的“文凭工厂”非常猖獗。彻底的验证可以揭示虚假陈述，如果是有目的的，可以表明潜在雇员的性格问题。

错误 3：不检查供应商、承包商、临时工
当今公司最大的弱点之一是大量不受检查的供应商雇用的工人可以访问公司设施和系统。为了维持内部安全控制，筛选外聘员工应该是公司筛选计划中的标准做法。

错误 4：不进行国际检查
今天的人才库是全球性的。即使是美国公民的候选人也可能在国外接受教育或工作。验证国际背景与验证国内背景同样重要——与具有公认国际能力的筛查提供商合作对于成功至关重要。

错误 5：依赖手动内部流程
今天的公司可以通过使用旨在帮助自动化和管理整个筛选程序的经过验证的背景筛选解决方案来避免延迟招聘流程的错误或候选人有目的的虚假陈述。

重要的是要注意，有效的背景筛查需要筛查提供者方面的人工干预——刑事检查通常需要人工检查法庭记录和文件——对具有“即时”检查功能的全自动系统感到厌烦。寻找结合最佳自动化和人工调查的解决方案可提供最佳结果。

通过避免这五个常见的疏忽，组织可以最大限度地降低风险并提高筛选计划的质量和效率。

background checks on their employees.

Today, 60-80% of U.S. organizations perform criminal background checks and more are adding past employment, education, credit, driving records, sex offender registries, restricted parties lists and other pre-employment checks to their policies. But while background screening has become more popular, many organizations still make mistakes in their screening practices.

MISTAKE 1: Not establishing a standard background screening policy
Having a standard written policy for every job title assures uniformity in checks and that the data is used in compliance with company standards and employment regulations.

MISTAKE 2: Not verifying employment and education
Roughly one third of all resumes contain some kind of misrepresentation and so-called “diploma mills” are rampant. Thorough verification can reveal misrepresentations which, if purposeful, can signal problems of character in a potential hire.

MISTAKE 3: Not checking vendors, contractors, temps
One of the greatest vulnerabilities of companies today is the large number of unchecked vendor-employed workers with access to company facilities and systems. To maintain internal security controls, screening extended workforces should be a standard practice in a company’s screening program.

MISTAKE 4: Not conducting international checks
Today’s talent pool is global. Even candidates that are U.S. citizens may have been educated or worked outside the country. It is just as important to verify international backgrounds as it is for domestic ones — Partnering with a screening provider with proven international capabilities is essential for success.

MISTAKE 5: Relying on manual internal processes
Today’s companies can avoid errors that delay the hiring process or purposeful misrepresentation by candidates by using a proven background screening solution designed to help automate and manage the entire screening program.

It is important to note, effective background screening requires human intervention on the screening provider’s side – criminal checks often require manual checks of court records and files – be weary of fully automated systems with “instant” checks. Finding solutions that combine the best of automation and human investigation provides the optimum results.

By avoiding these five common oversights, organizations can minimize risk and improve screening program quality and efficiency.