Do you think employers have a right to check applicants’ backgrounds? Even if there is no
suspicion of misbehavior? Even if the job poses no security or sensitivity risks? Even if the
background check includes driving offenses and credit histories?
In all consensus, I do not feel that it is right or wrong for an employer to offer a
background check on any applicant that is seeking employment within that particular
organization regardless of whether it is a driving company or a financial institution. Due to the
rapid pace of change in today's society, it is important to thoroughly verify certain information
about applicants. “Whatever you do, work heartily, as for the Lord and not for men” (Colossians
3:23). This not only informs the organization about the challenges the candidate has faced in the
past but also serves as a reflection of the obstacles they may have overcome to reach their
desired goals. According to both theory and data, placing ex-offenders in employment can
prevent them from committing new crimes. According to the traditional Becker (1968) model of
criminal behavior, increased employment opportunities lower crime rates (Doleac & Hansen
2020). To ensure their company expands, prospers, and achieves success in their field of work,
any business aspires to have the most reliable, driven, and competent individual working for
them. In my opinion, it's not a bad idea to do so; it merely provides an additional degree of
protection and additional information about the applicant beyond what could have been learned
during the interview.
It has been demonstrated in numerous professional fields that running background checks
does not deter someone from acting unethically inside the company or with its assets and
knowledge. I think it's very difficult to predict if a candidate would act morally well or badly
because everyone has the potential to act in the same way at some point in their lives. A
significant portion of the policy discussion around background checks focuses on the accuracy of
the data in this secondary market, such as when records contain unclear, inaccurate, or
incomplete information or when people are misidentified. However, perfect prediction is not
always the result of having more thorough and high-quality information (Bushway&>Kalra
2021). The candidate who will undergo a background check shouldn't be concerned about
obtaining a background from any organization they wish to join, provided that there is no
evidence of questionable activity. In my opinion, any organization should take the necessary
precautions during the employment process to safeguard both the organization and itself from
potential legal issues later on. As a business owner, I am aware that we want the finest possible
representation of our company, and the only way to do that is for its employees to attest to the
integrity and character of the company's wealth—a wealth that the company's employees alone
can sell to the outside world. “For I know the plans I have for you, declares the Lord, plans for
welfare and not for evil, to give you a future and a hope” (Jeremiah 23:11).
Every employer must take the necessary steps to ensure the best possible outcome for
their organization. So any business that wants to reserve the privilege to check the foundations
of potential candidates is a favorable idea for the organization. “The negligent hiring theory is
the result of Garcia v. Duffy, 492 So. 2nd 435 (1986). In this case, the Florida Supreme Court
held an employer liable for negligent hiring. The court determined that the employer should have
known of the inappropriate behavior patterns of the employee had the employer had sufficient
policies in place to complete an effective background check before hiring the employee”
(Waddell, 2018). Regardless of the role the candidate is about to take on, we must keep in mind
that every employee ultimately represents the company, and with the variety of laws in place,
employers have the freedom to choose what's best for their business, including hiring qualified
candidates who will continue to lead the company in a financially successful, morally sound, and
ethically sound manner. “Masters, treat your bondservants justly and fairly, knowing that you
also have a Master in heaven” (Colossians 4:1). In my opinion, the main goal is to shield the
organization's reputation to deflect any negative attention.
We now turn our attention to methods to analyze the extent to which different staffing
system procedures might influence these metrics. These methods fall under the umbrella of
predictive and prescriptive analytics, meaning that they evaluate how systems are
associated with positive outcomes and give guidance for staffing leaders looking to improve
performance.
REFERENCES
Bushway, S. D., & Kalra, N. (2021). A policy review of employers' open access to conviction
records.>Annual Review of Criminology,>4, 165-189.
Doleac, J. L., & Hansen, B. (2020). The unintended consequences of “ban the box”: Statistical
discrimination and employment outcomes when criminal histories are hidden.>Journal of
Labor Economics,>38(2), 321-374.
King James Verse Bible. (2019). Oxford University Press.
(Original work published 1769)
Waddell, C. (2018).>Effective hiring process background check strategies>(Doctoral dissertation,
Walden University).
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