GOOD COMMUNICATION DURING THE WORK HISTORY VERIFICATION PROCESS

Everything you need to know to smoothly implement your company's background screening policy.
We summarize in 3 points the most important things to avoid repeating meetings and wasting time explaining the same things over and over again.

1. Early communication

Hiring managers often rely on internal recruiting departments or external agencies to manage the screening and hiring processes. It's critical that these teams inform candidates about the background screening process from the start, ideally before they submit their application. Some companies even mention background check requirements in their job advertisements. Here are some additional tips to keep in mind:

• Send a welcome email to candidates after receiving their application, explaining the company's background check program and policy. This allows those who have provided incorrect information on their resume or application to voluntarily withdraw from the process.
• Inform candidates that job offers, whether oral or written, will be conditional on passing the background check.
• In some countries, background checks may be conducted during the probationary period. Be sure to review your company's local regulations with your legal department or counsel and adjust internal hiring policies accordingly.
• Work with the GAT Group team to customize the process to your company's image. This goes beyond colors and logos: use language that is consistent with your organization's culture and reflects the local context, including language.
• Explain to candidates why background checks are necessary for the position they are applying for and their importance to the company. This reinforces organizational culture and highlights the commitment to employee and customer safety.

Communicating with candidates early in the process allows them to ask questions and address concerns openly and honestly. This approach is crucial, especially when hiring in different regions of the world, as expectations and experiences about the selection process can vary by country.

2. Set clear expectations

The employment background screening process often includes credential verification and other important aspects that help companies reduce risk when hiring new staff. While in some countries, such as the United Kingdom or the United States, pre-employment checks are common and have been in place for many years, for some candidates it can be a personal or even invasive process. Therefore, it is crucial to make expectations clear from the beginning. To do this, when shortlisting a candidate, make sure they have:

• A basic understanding of why background checks are conducted, what is required, and an overview of the process.
• Clarity about who will manage the process, whether it is GAT Group or the company itself, and what to expect in terms of communication and deadlines.
• Information about your role as a candidate in the verification process, to collaborate effectively with the employer or GAT Group.
• Additionally, make the process easier by providing the candidate with a list of documents they might need, such as pay stubs, personal identification, academic qualifications, or official documents. Not only will this help them prepare, but it can also speed up the process and reduce hiring times.

3. Provide ongoing support

Providing support to candidates throughout the background screening process is another key factor that should not be overlooked. For many, this process can be new and unexpected, which can lead to hesitation. Providing consistent assistance throughout the hiring process will not only help candidates feel more comfortable, but can also speed up the process overall.
Here are some tips for providing effective support to candidates:

• Make sure support contact information is easily accessible. Candidates should be able to find an easy way to get in touch if they have questions or concerns.
• Respond to their questions quickly. Candidates should not have to wait days or weeks for a response.
• Consider creating an applicant portal. This can be a valuable resource, as it centralizes answers to frequently asked questions, contact information, and provides a safe space for candidates to upload information.

Every organization, hiring team, and background check program has its own unique characteristics. However, there are some key elements that successful programs tend to share, with effective communication being one of the most important. Communicating early, setting clear expectations, and offering ongoing support are essential components for effective candidate communication and more efficient hiring management.