As important as it is to have a procedure for background checking all potential new hires, it’s equally as important to have expectations for how the data is handled. This is especially true in the day and age of the Internet.
Consider this scenario:
If a terrible (or even shocking) background check comes back on a potential job candidate, it might be tempting for your employees to talk about those findings on any of the popular social networking sites. (And yes, this does happen – people have been fired for what they say on Facebook, and that fact can’t be taken lightly by employers.)
This means you have to find a good way to deal with the background check results you receive. Not only should they be treated with the highest degree of confidentiality, but anyone handling them should be aware that it’s unacceptable to talk about the findings with anyone who doesn’t need to know.
Though it may seem to be “common sense” that your workers would understand their responsibility in this arena, you can’t take too many precautions.
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