This episode explores the complexities of HR background checks with Ghislaine Knauff, who has worked in HR operations for a Fortune 100 company for the past 15 years. This discussion rarely occurs on podcasts and would help many job seekers understand background checks have many snares and nuances. 



I learned a lot, not realizing how much could happen along the way. As you’ll see in the episode, it’s not just what an employer says about a former employee. I’ve shared notes with you, but hearing them will add much context to my quick talking points. 



Highlights: 



Hiring Process Delays:



– Hiring delays are common and frustrating for candidates.



– Varies by industry; some are highly regulated (e.g., financial services), requiring extensive background checks.



Factors contributing to delays:



  – Industry-specific regulatory requirements



  – Comprehensive background checks (e.g., criminal history)



  – Candidate responsiveness



Role of HR in Hiring:



– HR’s involvement begins after the resume review and initial interview.



– HR checks applications for employment history, education, and criminal records.



– Verification processes may include contacting previous employers and checking licensing databases.



Employment and Background Checks:



– Background checks vary by industry.



– Common checks include employment history, education verification, and criminal background checks.



– Performance issues noted in past employment may be considered but are only sometimes a dealbreaker.



References:



– The importance of references can vary.



– References are only sometimes required in some industries.



– Ideal references include supervisors or peers who can vouch for work ethic and teamwork.



Challenges in the Hiring Process



– Delays obtaining information from external sources (e.g., understaffed courts, previous employers without automated systems).



– Differences in checks for industry-specific roles.



– Potential application discrepancies (e.g., incorrect employment dates) can lead to distrust.



 Social Media and Hiring



– Social media checks are handled separately, not as part of initial background checks.



– The impact of social media presence can be significant if it is negative (e.g., hate speech).



– It is essential to maintain a professional online presence.



Industry Trends and Advice



– Some industries are consistently hiring; consider exploring new fields if you need help finding a job.



– Skills can be transferable across industries.



– Research and understanding of where skills fit can broaden job opportunities.



 Conclusion



– Encouragement to explore different career opportunities.



– Contact Just Lane via LinkedIn for more insights.



– Stay informed about upcoming job-related podcasts and resources.