As an employer, it is important to conduct background checks on potential employees for numerous reasons. Most employers recognize that and do at least some form of check on all potential employees that they consider for hire. That being said, it is an important step in the human resource hiring process to make sure that there is some sort of policy dictating the process for conducting background checks.

This policy should list the types of checks that should be conducted depending on the position within the company. For example, someone who is responsible for the care of children would go through a more vigorous sort of background check than someone who is responsible for sorting mail. That is not to say that the person sorting the mail should not go through some sort of background check, however, it will not be the same type nor will it be to the same degree as someone who is taking care of the onsite childcare facility.

Once it is determined which position is going to be administered which background checks, it should then be decided what department within the company is going to be responsible for determining what type of marks on a person’s background is grounds for not being hired for a position. Usually, the legal department will work with the human resource department to come up with a set policy and enforce it. After the background check is complete, it becomes the company’s responsibility to ensure that the records are kept safe and confidential.

Like all employee paperwork, the information contained within is sensitive. Should it be shared or become public knowledge, the employee whose information was shared would have legal grounds to sue. Normally this information is kept indefinitely or up until the time the employee is no longer employed by the company. At that time, it is still the company’s responsibility to destroy the paperwork in a secure manner so that the private information therein remains private.