Screening potential job candidates using background checks is essential for the hiring process. Third-party companies usually conduct background checks to corroborate a candidate’s education, aptitude, and disqualifying red flags.

As handy as background checks are, the misconceptions attached to them might make an employer hesitate. What are the common myths about background screening?

Background Checks Are Necessary Only for High-Level Positions

One big myth is that background checks should apply only to executive-level jobs. This is understandable, considering that such positions often hold more power and proximity to the finances and inner workings of a company.

Truthfully, all positions are worth validating through background checks. From entry-level positions to the CEO’s office, every employee represents a company. The hiring department should utilize this resource to find capable, trustworthy staff members.

Background Screening Is Invasive and Violates Privacy

Nobody likes a snoop! Some people feel that background screening constitutes a violation of trust and privacy. However, companies must adhere to the legal rules and regulations of background checks. The Fair Credit Reporting Act (FCRA) sets standards for conducting background checks; for instance, it requires the candidate’s written consent to proceed. Local and state laws may also require openness and fairness.

All Background Checks Are the Same

You already know the answer to this one: no, not all background checks are the same. Employers can adjust screening to accommodate their needs. For instance, if a candidate needs to have certain professional experiences or a certain educational background, employers can do checks for each of those. If a job requires a clean record, a criminal background check can ensure they don’t have any prior convictions or arrests.

Background Screening Is Expensive and Time-Consuming

Make no mistake: background checks are investments of both time and money. While you may hedge around creating a budget for screening each candidate, consider the greater cost of hiring an unqualified job-seeker.

Imagine selecting a candidate with a criminal record who puts customers, fellow employees, and the company’s finances in danger. Perhaps you hire a person who pretends to have the necessary training and certifications for operating heavy equipment, then ends up injuring someone.

At the very least, hiring an incompetent employee can be a huge waste of time and money. Avoid legal troubles, higher insurance rates, and general problems on the job with background screening.

You want the best of the best for your company, and now you know the truth behind common myths about background screening. The next step is to implement what you’ve learned into your company’s hiring process.

Bio: Casey is a passionate copyeditor highly motivated to provide compelling SEO content in the digital marketing space. Her expertise includes a vast range of industries from highly technical, consumer, and lifestyle-based, with an emphasis on attention to detail and readability.