A lot of employers run some sort of background investigation. Each business chooses what details to include in the background checks conducted on potential employees as well as whether to handle the process themselves or hire a background screening company. The nature of the employer’s business and the position being filled are two examples of criteria that the employer may take into account when deciding what information should be included in a background check.

For instance, some businesses would merely demand a quick criminal history check from their applicants, while others might also check their candidates’ jobs and educational backgrounds, among other things. Various regulations mandate very strict screening and testing standards for regulated industries like finance and healthcare.

Contrary to popular belief, employers do not typically presume that job applicants provide false information on their resumes or job applications. Employers frequently conduct a background check as a final step to assist assure a solid hiring decision and safeguard themselves and their employees from a variety of potential threats.

• Job Proficiency – A background check is a dependable method for many businesses to confirm the information provided by job applicants throughout the recruiting process. In a competitive job market, the appeal of embellishing career histories or overstating school credentials, for instance, may increase. Wouldn’t it make you feel more secure as a potential employee to know that your coworkers have undergone screening to verify their suitability for the positions they hold?
• Occupational Safety – Employers have duties related to the wellness of their staff members as well as the security of clients, suppliers, and guests. For instance, if an employer hires someone who injures another employee, the employer may be held liable for negligent hiring if, among other things, the employer failed to conduct a reasonable investigation to determine whether the employee was unqualified for the position or could pose a risk to others despite having reasonable grounds to suspect that the employee might be dangerous to others.
• Employee Theft – Employers are aware that insiders commit the majority of corporate thefts today. Employers can lower their risk of theft by making wise and educated hiring selections with the aid of background checks.
• Integrity and Sincerity – An employer will frequently question a candidate’s honesty or integrity and may exclude them from a job if they made a confirmed false statement or fabrication during the hiring process. Look no further than the very public examples of CEOs, well-known professors, and coaches who embellished their credentials in order to damage the reputation of the employers who neglected to conduct (or inadequately conducted) background checks on them to understand the significance of candidate credentials verification to employers.

Employers have traditionally been very concerned about an organization’s reputation since those with the finest reputations tend to be able to recruit the most competent candidates. Background checks assist organizations to protect their reputations by fostering more secure and safe working environments with qualified personnel.

A crucial step in assisting candidates in being employed is the background investigation. Employers contract with Talentprobe to check backgrounds on their behalf. Please be aware that Talentprobe does not make hiring decisions and is unable to give you specific information about how your potential employer came to make a hiring decision. You should get in touch with the recruiting organization directly to find out the status of your application for employment.

Talentprobe also undertakes rescreening of current employees for some employers. The information that may change during your job (such as criminal records and/or financial position) is the main emphasis of this usually condensed version of the original background investigation. Re-screening current personnel is mostly done to meet regulatory requirements from an industry regulator.

How background checks from Talentprobe aid in hiring.

You’ve applied to a fantastic firm, aced your interview, and are now headed in the direction of a new position! Suddenly, that same fantastic organization requests a background check to validate you possess all of the qualifications you listed on your resume and in your application for the position, as well as to make sure you won’t endanger the workplace they are attempting to safeguard.

Despite the fact that your first instinct could be to question “why?” there are good reasons to like it. That’s because your new firm is exhibiting a strong commitment to a quality workforce and a safe workplace by running background checks on all of its new workers. Wouldn’t it make you feel safer to know that those around you are trustworthy, competent for their employment, and have passed a background check?

If dishonest candidates are chosen, you might be on a team with someone who is unqualified for their position since they may claim to have held positions they never held and degrees they didn’t receive. Other applicants might try to conceal their criminal histories rather than reporting them to the company for review, which could make them liabilities for the firm and a danger to coworkers like you.

Background checks are a sensible way for companies to help guarantee that they are employing the best people for the position because they simply validate the information that candidates have already provided. It also signifies that your new employer has made steps to create a working atmosphere that values good moral character, reliability, knowledge, skill, and security.

A background check may be required on you as a job applicant throughout the recruiting process. Consider it usually as a procedure of confirming the information you have already submitted to the employer and possibly doing a review of your public records (for example your credit standing, criminal records, or potentially any media articles about you). In order for your potential or present employer to decide whether you are a suitable fit for the position, a background check helps make sure the information you’ve given them is accurate.

Here’s how to be ready for your background check:

• Have a copy of your resume on hand, along with your best contact information (email and phone number) in case Talentprobe has any queries about the data you’ve supplied.
• To be able to give Talentprobe complete and correct information, you should research your personal history, including employment dates, job titles, and salary.
• Locate records in advance and gather supporting paperwork, such as Certificates of Employment, contract copies, and school diplomas in case of institutions, colleges, or previous companies do not have records readily available to authenticate your background history.
• Occasionally, you may be asked for your ID number(s) as well as your current and previous addresses.
• You can also be required to present document copies. Depending on the checks that are necessary, this can involve identification documents like a passport or ID card, proof of residence evidence like a utility bill, and documentation attesting to your prior employment or academic achievements.

Please include information that is truthful and as accurate as you can. If you are determined to be dishonest, employers may withdraw their job offer.

Talentprobe respects your rights provided under the Data Privacy Law. We will be unable to process your information without your consent. We make every effort to directly confirm your background information with the source provided with your permission. There are also times when we need your special help to clarify information that has been provided to us, the source is simply not responding to our inquiries, or the organization needs you to do something unique for them in order for us to finish the verification. We will reach out to you and keep in touch with the source in order to expeditiously conduct your background investigation.

Should you want to provide additional documentation or missed attaching it during your submission, please email the document with your full name to risk.ops@talentprobe.ph

You can discover information about your employment history through a number of methods, including:

• Obtaining payslips, contracts, or old BIR documents
• Looking over your resume and/or LinkedIn profile (if applicable)
• Contacting the human resources departments of former companies

Since the check will note any wrong information, it is important to be as accurate as possible.

The extent of the background check will rely on your employer’s packages and policies. The kind of information returned affects how in-depth a background check search is.

Laws do not put limits on searches like those that check employment, academic, or professional credentials. The organization doing the background check decides how long it can take.

To learn more about the search depth of their particular background check package, you can get in touch with the organization that is asking for your background check.

A background check is nothing to be concerned about, first and foremost. Its objective is to verify the data you have given your employer or prospective employer. This is so that they can be certain that you possess the abilities and credentials you claim and are qualified for the position for which you are applying.

The task of a background check is to do exactly what its name implies: it examines your past using standards set by the organization that requested the screening. This might contain details like:

• your work experience
• your educational background
• your character references
• your criminal history
• your certificates or licenses submitted
• any unfavorable media searches regarding your financial situation

Talentprobe collaborates with its clients to make sure that their screening requirements are satisfied and that the information asked is pertinent to the position being filled.

Every type of check will turn up unique information relevant to that check, but they all effectively validate the information you’ve already given your company or potential employer.

An education background check, for instance, would typically confirm the dates of study, qualification and grade received, course title, and institution name for the highest level of education that you have obtained – all of which you would ordinarily put on your CV anyhow.

(Please note that this may differ from business to business; if you would want additional information about what information is necessary or be reviewed for each specific check, you can ask your employer/prospective employer.)

Please make the request directly to your present or prospective employer. You cannot get this information directly through Talentprobe.

Depending on the type and extent of the background check that your present or prospective employer has requested, the actual timelines may vary. The typical turnaround time for an employment screening check is 8 to 15 working days.

During the screening process, if you are prompted for more information, please respond as soon as you can. In some cases, you can offer information that can aid in the verification process, such as a Certificate of Employment to validate prior employment or a copy of your credentials to confirm schooling.

However, you should be aware that background checks might differ greatly, and some can take a long time. Universities, for example, are frequently slow to respond to demands for verification because they are less accustomed to doing so. If you give Talentprobe the required information, you can speed up the process.

Employers may utilize criminal history information when making hiring decisions. Before making a decision, companies frequently look at the criminal history and the circumstances surrounding it (with your participation). Depending on the employer, the decision-making process may be different. If you have any questions, please inquire with your future or current employer about how a criminal record will be handled.

You should speak with your potential or present employer to learn more about their review procedure with regard to the assessment of criminal records.

It is better to contact your HR representative because they will be able to view your check updates. Only when information is missing or Talentprobe needs your help will it get in touch with you. Please make a note of the case reference number that appears on the emails that invite you to complete the form because you will need it for any subsequent inquiries.

Rest assured that Talentprobe will never get in touch with your present employer without your permission. If you didn’t include this information in your application, we’ll get in touch with you to find out when it’s okay to do so.

To confirm the work experience you have represented to the employer and to ensure that you have the professional background and relevant work experience required for the position, employers may verify your career history as part of the background check. An employer will normally confirm employment titles, start and finish dates, as well as occasionally the compensation and tasks of each position. The reason for leaving the position may also be brought up, along with the applicant’s rehire eligibility.

When a candidate makes false claims about their years of experience or when they misrepresent their prior positions, accomplishments, or responsibilities, employers get quite concerned. These are a few instances of the kinds of inconsistencies that could show up in the background check and might suggest to employers that a candidate isn’t being truthful. Any discrepancies between the candidate’s information and that provided by Talentprobe will often be noted in the background report. Therefore, it is advisable to give employers the most correct information about your employment history throughout the hiring process to minimize any potential discrepancies and to prevent a delay in processing the report and, eventually, your employment.

Talentprobe typically gets in touch with your former employers (or their representatives) directly to validate the information you supplied about your job history. Talentprobe may ask you to submit paperwork as confirmation of your employment history if it is unable to verify your information through the previous employer. It’s a good idea to have these records on hand when you undergo a background check in case this circumstance occurs, especially if you are aware, for example, that your former employer is no longer in operation.

You can get an evaluation of your skills and work history from managers and/or coworkers who you mentioned as references. References can be obtained from both personal and professional contacts. The types of inquiries that may be posed are governed by particular rules. These inquiries typically center on how long you spent working for the company or whether your previous employer would consider hiring you again. A character or professional reference check is another name for this procedure.

Employers want to confirm that you attended the university, college, or professional program you claimed to have attended and that you earned the degree or certificate in the field of study to the extent you claimed during this round of the hiring process. Employers want to be sure you have the credentials you claim, especially if the position you are applying for has particular qualifications. Employers may discover candidates who claimed to have earned a degree when they actually did not, or candidates who claimed to have earned a degree in a certain subject when they actually did not (for example, a marketing major that claims a degree in engineering). Employers are also curious to know if the college is not accredited by a recognized organization that grants academic degrees and certifications that are regarded as credible.

Checks for Professional Qualifications

Background screening businesses typically get in touch with the relevant industry or professional organization for professional qualification checks to establish that the qualification or membership is held, hasn’t expired, and is in good standing.

Employers frequently do a background check as a final step to aid in the hiring process and protect themselves (and all of their employees) from a range of potential threats. To assess a candidate’s integrity, character, safety, and qualifications, an employer may look up the candidate’s criminal history.

A potential employer may have a problem and may decide not to hire you if they discover that you are dishonest by failing to disclose a criminal past when legally requested. The best course of action is to be open and honest with your prospective employer about the circumstance.

To protect customer information against loss, misuse, unauthorized access, disclosure, alteration, and destruction, Talentprobe uses a combination of offline and online security technologies, procedures, and organizational controls.

When information is sent over the Internet to our website, we use data encryption.

To help stop unauthorized access to our systems, we have established layered firewalls and other security measures.

On our computers, we use strict password protection protocols, and our staff is informed of our security and privacy procedures. The servers that are used to hold customer data are kept in a safe setting with the necessary security precautions. Visit our privacy policy page for more details on Talentprobe’s data management practices.

Commercial background screening businesses cannot access a single centralized government database that has information on you.

Talentprobe verifies the information that candidates have submitted in their resumes, applications, background checks, and/or interviews, and all verifications are done with your approval. In cases where an employer requests it, Talentprobe also searches public data sources for details that could aid in determining the candidate’s honesty and employment risk.

Your background information can have been investigated and assembled from many sources. For instance, your institution or university will typically be called immediately to authenticate your academic credentials. In order to confirm your employment history, your previous employers will also typically be called.

Criminal background is typically confirmed through public government or court documents, if available. Depending on the type and location of the search, Talentprobe may use various techniques and resources.