How to Protect Candidate Privacy While Conducting Background Checks?

Employee Background Verification involves handling candidate data. As such, that poses risks for employers. If by chance the data leaks out and falls into the wrong hands, employers could face legal action. In addition, exposing the data could compromise candidates’ privacy. Therefore, employers must protect candidates’ privacy while conducting background checks. They can do so by adhering to the following practices:

Obtain Employee Consent

Do not start the verification straightaway. Instead, obtain the candidate’s consent in writing. Inform the candidate of the information you will collect, its usage, and the authorities who will access it. Notably, the relegations make it mandatory to obtain candidate consent.

Collect Only the Relevant Data

Do not collect data over and above what is required for the job. Ensure the candidate data you collect is for the role. For example, verifying the candidate’s medical history might not be essential. As such, do not access that information.

Prevent Unauthorized Access

Ensure confidentiality of candidate data. Do not allow unauthorized personnel to access the information. In addition, store the data securely in secure servers. Ensure access to the data only to the authorities involved in the verification process.

Hire A Trusted Background Screening Company

Delegate the task of verifying the candidate’s background to a trusted and reputed background screening company. Such service providers maintain the essential standards in candidate background verification. As such, they adhere to data protection laws and maintain data confidentiality. 

Delete Data After Verification

Do not retain candidate data after completing the verification process. Delete it, as it will no longer be required. That eliminates the risk of data breaches.

Ensure Data Accuracy

Double-check the data to make sure it is accurate. If you suspect any inaccuracies, ask the candidate to elaborate the context of such information. Remember, inaccurate data can harm the candidate’s career prospects.

Adhere to Regulations

Ensure adherence to the existing laws regarding employee background verification. Due to this, you can comply with legal requirements. Notably, that will allow you to prevent legal action against you for non-compliance.

Conclusion

You must prevent exposing candidate data. If that happens, the data could fall into the wrong hands, entailing its misuse. Therefore, ensure confidentiality of the data to maintain candidate privacy. It is an ethical practice and adherence to compliance.