Winner: S Chandrasekar
Topic: Are criminal background checks needed for job candidates?
‘Never judge a book by its cover’ holds well not only for book readers but also for HR professionals. Usually, the first few minutes of any interview are impacted by the face value of the profile, body language, bold attitude, communication and skill expertise. With negotiation for a win-win climax, the talks end there fruitfully.
But all is not well. When a potential candidate is hired on-board, he becomes an identity of the organisation wherever he represents it. If he is tainted, his personality is sure to have adverse effects on the brand image of the organisation. Today, every employer is keenly cautious to know more about the background of the new hire. They see to it that the potential hire does not have a murky past that was suppressed in the interview rounds. Any such record would hamper the business and pose a threat to long-term clients and employees.
Predominantly, we have heard of pre-employment checks and police verification done by government organisations. Going a step ahead is the criminal background check that is dutifully carried out in the US and elsewhere. No doubt, such practices are diligently followed by many MNCs in India. It is generally an unsaid trend to mention names of references that are known to the candidate. Imagine the magnitude of harmful hiring and negligence if we were to go by monotonous research of testimonials in the professional network groups. In strict faith, background checks are valuable and can eliminate future problems arising out of the hire. This process, if dutifully, followed would give good return on investment on the hired candidate.
— Chandrasekar is a core HR trainer at SPIRO Professional HR Academy
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