While it may seem like staffing and marketing are unrelated, the role of staffing in marketing is actually very tight, as we see in this post. The relationship is so tight because it’s your staff that delivers on the promise marketing made to your customers. If your staff isn’t managed in a way that delivers their best efforts for the company, you can damage your reputation, incur the cost of litigation over damages, and even cause the company to fail when they don’t care to perform their jobs efficiently, effectively, and safely. The company must perform adequate due diligence when hiring staff to ensure they meet the company’s needs and fit the company culture. That includes running background checks to screen prospective employees.
When you’re poised to bring a new member into your organization, performing background checks on potential hires is not simply a step in the process—it’s a critical element for the safety and success of your business. As you consider candidates, you’re not just examining their qualifications and experience; you’re also looking to ensure they can be trusted with the responsibilities they’ll hold. Background checks reveal important details that might not be apparent through interviews and resumes alone, and they help to mitigate risk by informing you of the candidate’s history, which can include criminal records, education verification, and past employment verification.
The role of staffing in marketing
Unless you’ve been hiding under a rock for the last week, you know about the terrible failure of another Boeing 737 Max jet. This failure grounded the entire fleet of Max jets owned by Alaska Airlines and United. During a safety review, more planes with loose bolts were discovered. The disaster could have been much worse as these loose bolts might have caused the planes to crash, killing everyone on board. These problems created a public relations nightmare for Boeing, which was just beginning to recover after two planes crashed due to design flaws. The FAA and other government officials are investigating Boeing to discover whether the company is cutting too many corners or failed to implement adequate safety standards. But, another likely culprit lies with management and points to the role of staffing in marketing. Given the complexity of building an aircraft, there’s no way for management to oversee every aspect of the process. Hence the organization must build corporate culture by hiring and managing staff who are committed to the success of the endeavor. This commitment obviates the need for intense supervision as your staff directs their efforts toward delivering what’s necessary to help the firm succeed. In the case of Boeing (where multiple planes showed loose bolts that might have brought down a plane at cruising altitude), it’s entirely likely that the staff produced sloppy work because they didn’t feel valued by the company or teams didn’t work seamlessly to ensure the job was done right the first time.
Given the wide range of roles and the varying risks associated with each type of employee, customizing your approach to background checks is advisable. It’s not just about ticking boxes—each check should align with the relevance of the position in question. Whether you’re consulting references or scrutinizing harder-to-uncover details, you’re working to paint a comprehensive picture of who your candidates truly are. Beyond compliance and mitigating liabilities, thorough background checks can also contribute to fostering a safe and productive workplace—where every team member is confidently contributing to your collective goals.
Remember, while background checks play a significant part in hiring, they have to be conducted within the bounds of the law. The rights of job applicants are protected by federal agencies such as the Federal Trade Commission and the Equal Employment Opportunity Commission, ensuring that the background check procedures you engage in are fair and non-discriminatory. By remaining informed about these rights and integrating them into your hiring process, you make decisions that are not only prudent for your organization but also respectful of candidate privacy and legality.
Understanding the role of background checks
When hiring, it is important for you to ensure that potential employees meet the necessary standards and do not pose risks to your business. Background checks are an invaluable tool in assessing the trustworthiness and reliability of applicants.
Defining background checks
Background checks are a process where you obtain a detailed report on an individual’s history. This can range from verifying personal details such as past employment and education to more sensitive data including credit history and criminal records. Entities like Accès Identité offer comprehensive services that facilitate these checks, ensuring high standards of quality and confidentiality are maintained.
Legal framework and compliance
It is imperative for you to be aware of the legal standards governing background checks to ensure compliance. Partnered with authorized bodies such as the RCMP, services like fingerprinting and obtaining police certificates guarantee that the checks are executed within legal boundaries, which assists in the prevention of workplace issues and escalates trust in your hiring decisions.
Types and scope of background checks
The scope of a background check can vary considerably based on the level of detail you require and the nature of the position:
- criminal record checks: ascertain if the individual has a history of legal trouble.
- credit history checks to evaluate credit history that might cause problems down the road.
- employment history verifications: confirm past employment and experience claimed.
- educational qualifications: verify academic credentials.
For enhanced cybersecurity measures or handling sensitive company data, pre-employment background checks by fingerprinting can provide you with the necessary assurances. If you are considering rehabilitation services like pardon applications or deeper investigations, your options can extend to include private and cyber investigations.
Implementing background checks in hiring
Implementing background checks is a strategic step in the hiring process to ensure you select the most qualified candidates while mitigating risks for your company.
The hiring process and background checks
Step 1: Job posting – Clearly state that a background check is part of the hiring process.
Step 2: Application collection – Gather consent forms for background checks with applications.
Step 3: Initial screening – Shortlist candidates before conducting background checks to optimize resources.
Step 4: Background check initiation – Partner with a reputable firm or use a trusted online platform to conduct thorough background checks. The importance of background checks in candidate screening includes verifying credentials and identifying behavior patterns.
Step 5: Interview – Proceed with interviewing candidates while their background checks are being processed.
Step 6: Background check review – Once you receive the background check results, review them before finalizing the hiring decision.
Evaluating Background Check Findings
- Verification of details: Confirm that the candidate’s education, employment history, and certifications match their claims.
- Criminal records: Assess criminal history contextually, considering the nature of the offense and its relevance to the job role.
- Credit checks: For financially sensitive positions, evaluate credit history as part of the risk assessment.
Ensure that you are following fair hiring practices and comply with legal standards when evaluating background checks. Remember to weigh the findings against the requirements of the position, and avoid making decisions based solely on one aspect of the report.
Background checks form a critical component in your hiring decisions, offering a clearer insight into a candidate’s history and behaviors. They play a crucial role in protecting your organization from potential risks, ensuring you are confident about your hiring choices. Utilize comprehensive background checks as an integral part of your vetting process to maintain the integrity and safety of your workplace.
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