While hiring new employees for your company, it is very much essential to follow the proper guidelines in order to hire the right candidate. Still, sometimes you may find that an employee fails the background verification. In such cases, do not rush and terminate the employee rather be patient and follow the protocols for an appropriate outcome. In order to know more about the process in case, your new hire fails the background check, see the following slides.

1. What You Will Do If Your New Hire Fails Their Background Check

2. Sorting the candidates from endless
resumes, making calls and fixing the
interview is a mind numbing and time
consuming process.

3. The hiring manager face many
difficulties while hiring the perfect
candidate for their company.

4. If you find that your new hire
fails in your background check,
then it tends to be a proverbial
needle for your company.

5. When you have planned to hire the best
candidate for your company, go through
the following background check process.

6. Validation

7. Before you reach to your final decision,
validate that the background check
report belongs to your hired candidate.

8. You also need to verify the inaccurate
data or database inconsistency of your
candidate.

9. Make sure that your background check
company has the accuracy to perform
quality inspection about your candidate.

10. Analyze The Policy

11. The background check policies and the
decision matrix sloutions are helpful for
consistent hiring practices.

12. When you are hiring for a certain
position of your company, the
background check policies provide you
the right methodology for screening.

13. When the candidate fails in your
background check, then the
background screening ultimately
reveals a miscellaneous faulty record
about the candidate.

14. Try to analyze all the background check
policies to identify the negative things
arises in your hiring criteria.

15. Pre-Adverse Action

16. Before declining a job offer, give a
chance to the candidate to explain
about the faults detetcted in the
background check report.

17. As per the employee reporting act, the
candidate must be notified with a pre-
adverse notice.

18. The pre-adverse action defines that
the job offer of the candidate is
rejected due to failing in the
background check.

19. If they are not responding it, then you
can also send them a final adverse
action notice.

20. If they are not responding it, then
you can also send them a final
adverse action notice.

21. Opinion/Judgement

22. If your new hire clearly clarifies the faults
detected in their background check, then
you may decide to consider them.

23. If they are unable to clarify about their
disputed background check report, then
dismiss their offer letter permanently.

24. Conclusion

25. For maintaining a healthy working
environment all the hired candidates of
your company need to be well-behaved and
faithful.

26. As a company recruiter, make sure that
you have followed an effective procedure
to filter your hired candidate.

27. But, when you come to know that your
hired candidate fails in background
check, then follow the above mentioned
process.

28. THANK YOU!
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