In an era where organizations demand trustworthy and quality employees, conducting employee background checks has become an essential step that HR should not overlook. Employees with inappropriate histories may pose risks or bring problems to the organization. This article will explore six types of histories that HR should avoid when hiring, ensuring an efficient and safe selection process for your organization.
1. Physical Assault
A history of physical assault or involvement in violent altercations signals aggressive and unsuitable behavior. The immediate impact on the organization and its employees includes safety risks, potential harm to colleagues, and disruption of team harmony. In severe cases, this could escalate to physical harm to customers, damaging the organization’s reputation and potentially leading to legal repercussions.
2. Theft or Embezzlement
In addition to the risks posed by a history of violence, theft or embezzlement is another serious offense HR should avoid. Such a background poses a financial risk to the organization, especially for roles involving financial management or accounting. Conducting background checks on these candidates is crucial to preventing fraud and safeguarding organizational assets.
3. Sexual Harassment
Sexual harassment remains a persistent issue, disproportionately affecting women. In some cases, victims may remain silent, causing their work performance to decline and fostering an unsafe workplace environment. Organizations should prioritize creating a safe zone for employees by avoiding individuals with a history of sexual harassment, ensuring workplace security and fostering a positive work atmosphere.
4. Drug Use or Trafficking
Drug-related offenses, whether involving consumption or trafficking, remain a top concern in Thailand. Statistics indicate that 54.17% of offenders have drug-related records. Employing individuals with such histories could tarnish the organization’s image and credibility, especially in client-facing roles. Drug abuse can lead to inappropriate behavior, further harming the organization’s reputation.
5. Drunk Driving or Traffic Violations
Drunk driving or traffic violations reflect a lack of social responsibility, poor judgment, and self-centered behavior. Hiring employees with such records could negatively impact their work performance and social interactions. In positions requiring driving responsibilities, background checks are essential to ensure compliance with traffic laws and reduce risks of accidents caused by negligence.
6. Selling Customer Data
With the rise of scam operations such as call center frauds, personal data protection laws like the PDPA have gained prominence. This issue is particularly relevant for organizations in finance or insurance sectors that handle sensitive customer information. By conducting background checks, organizations can identify individuals with a history of stealing or misusing customer data, minimizing risks and enhancing organizational credibility.
Conclusion
It’s evident that violations of laws and regulations come in many forms. Conducting employee background checks is crucial for organizations to protect their assets, reputation, and create a positive working environment. However, after reviewing a candidate’s background, HR should provide an opportunity for the candidate to explain the circumstances of their past actions fairly. If the individual demonstrates remorse and accountability, HR should consider their suitability based on the specific situation.
For organizations seeking efficient and reliable background checks, Appman Background Checker offers a 100% online solution. It eliminates the need for document processing, delivers quick results, and complies with PDPA regulations.
