Chris Dyer is the CEO of PeopleG2, and he offers real-world advice when it comes to the nuts and bolts of background checking potential and current employees.



chris dyer When To Do Background Checks On Candidates & Employees

Chris Dyer
(Photo courtesy of Chris Dyer)




How often should I run a background check on my employees?

Often companies run background checks at the moment of hire, and never think about it again. This is problematic as people change, and you may be faced with a situation you are unaware of if you are not re-screening periodically. At a minimum, we recommend an annual check unless your company is in a space that requires additional compliance measures.


Do I have any special requirements for my particular company?

This is a possibility as certain industries have more stringent requirements. For instance, if you are in the healthcare industry, there are additional layers of the background check process to ensure items such as valid medical licenses.


What types of employees should I be looking to hire?

Overall, we advise companies to hire for cultural fit and train for skill, and we’ve certainly taken this wisdom to heart in our own hiring at PeopleG2. Small businesses need to find people who are willing to work hard and who have much potential. So often, we cannot afford the ‘A’ player, but identifying strong potential in a candidate is the key. Even if they do not have all the experience you are looking for, a candidate who showcases the potential and the drive to learn new things can be a strong asset as your company grows. Finally, many advise small businesses not to hire candidates from large companies as they tend to be more comfortable in environments with more structure and process. While I agree here overall, there are certainly candidates from large-corporate companies that are looking for a change of environment and welcome the opportunity to work for small companies that are more agile and nimble.


How important is the background check to our hiring decisions?

Critical, and we’d say even more so for small businesses. Small businesses often skimp on background checks for upfront cost savings and then find themselves paying more later due to employee issues, and in some cases, employee theft. While larger companies can be more insulated from that damage, it can be unrecoverable for a small business.


This article was written by Robin D. Everson of for CBS Small Business Pulse.


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