Last Updated on May 4, 2023
HR professionals and company owners in the Philippines have their work cut out when hiring the right candidate for the job.
Even if the applicant is the best fit among the rest, there’s always the risk of this person having a checkered past that will cost your company down the line.
So, before getting the applicant to sign on the dotted line, conducting a thorough background check is in order.
This article will explore the factors and reasons that companies look for in a background check in the Philippines so that you can make informed decisions and mitigate these risks.
Read on to learn more about ensuring you are hiring the right person for the job.
Factor #1 – Criminal Record Check
Known as one of the most common background check types, it involves verifying whether the candidate has any criminal history or pending cases.
This check is crucial because it helps companies ensure that they are not hiring job candidates who pose a risk to their business or their employees.
It is important to note that not all criminal records are disqualifying factors for employment.
Companies must consider the nature of the offense, the time that has passed since the crime, and the relevance of the violation to the job being applied for.
You can require applicants to submit the documents below for proof that they don’t have any criminal records:
Applicants must secure a National Bureau of Investigation (NBI) Clearance. It is a document that certifies that the individual has no criminal record or pending cases at the time of application. It also serves as a criminal record check on its own.
To obtain an NBI clearance, applicants must submit fingerprints and other personal information to the NBI. The clearance is valid for one year from the date of issuance.
Once submitted, you can verify the authenticity of the clearance by checking the clearance number and the date of issuance with the NBI.
The Philippine Drug Enforcement Agency (PDEA) Clearance is another document certifying that the individual has not been involved in illegal drug activities.
Some companies in the Philippines, particularly those in the pharmaceutical and healthcare industries, require this clearance.
One can obtain a PDEA Clearance the same way they do an NBI Clearance. They must submit their fingerprints and personal information to the organization, which then looks at their records to verify whether or not they’ve partaken in illegal drug activities.
Factor #2 -Employment Background Check
Employment background verification is a double-edged sword for applicants.
On one hand, providing you with this information also puts them a step above other applicants who lack real-life job experience.
On the other, they must provide you with accurate information to keep their chances high for the job they’re applying for in your company.
Either way, this is a good thing for you since you want to hire someone with experience to get the job done and who has the approval of their previous employers.
To do this, include a section in your application form asking candidates about the former companies they worked for, their job titles, direct supervisor, and contact details of each company.
Once you have this information, contact the candidate’s previous employers to verify their employment history via phone or email.
Ask the employer to confirm the details the applicant wrote in the form. You can also ask about the candidate’s job performance and any disciplinary actions taken against them.
Related: How long does a background check take?
Factor #3 -Educational Background
In some cases, education is not as important as practical experience for the job. But new graduates can use their educational pedigree to their advantage, provided that they’re telling the truth.
Your application form should require candidates to enter the schools and colleges attended, the completed degree/s, attendance dates, and other information prior to applying for the job.
It should also ask for their official academic records from the school containing their grades and academic performance for further verification.
If the applicant has no formal education background, ask for training and certification they have taken and completed. The TESDA Online Program is an example of this since the programs offered here show that the applicants have the necessary skills and qualifications for the job.
Factor #4 – Financial History
Employers in the Philippines conduct credit report checks to assess an individual’s financial stability and creditworthiness. This is only one of the best ways to determine whether a company you plan on working with is legit.
Checking one’s financial history is highly recommended when you belong to a financial institution and are hiring new talent. You want to ensure that these people are honest and trustworthy enough to handle money in your organization.
There are two financial history record types you can check for employment background check:
Credit History Check
A credit history check provides information on an individual’s credit accounts, payment history, and outstanding debts.
Employers in the Philippines conduct credit history checks to assess an individual’s ability to manage finances responsibly.
A poor credit history can indicate that an individual may not be financially responsible and may be at risk of committing fraud or theft.
Verification of Financial Stability
You can also verify financial stability to assess an individual’s current financial status.
This includes a review of an individual’s income, assets, and liabilities.
Employers may also consider an individual’s financial stability to determine their suitability for a particular role.
A stable financial status indicates that an individual is financially responsible and can manage their finances well. It also indicates that an individual is less likely to commit fraud or theft.
Factor #5 – Personal Information
Last but not least, you want to secure sensitive personal information about the applicant or even potential business partners.
Here are some of the sub-sections under personal information:
Conducting an identity check lets you verify the candidate’s identity and ensure they are who they claim to be.
It includes verifying the candidate’s name, date of birth, and other personal details.
The following are some of the documents that are used to verify the candidate’s identity:
- National ID card
- Driver’s license
- Birth certificate
It is essential to conduct an identity check to prevent fraud and protect the company’s reputation. Hiring an imposter can harm the company’s operations and lead to legal issues.
You may want to collect additional personal information depending on the nature of the job.
If you’re hiring a driver, it’s only natural to ask for their driving records, or at least conduct a background check for their records.
The same goes for people applying for a hard labor position in your organization. They need to submit their medical records to you to verify if they are physically fit to get the job done.
Verifying the candidate’s current and past addresses helps you determine the candidate’s residency and ensure they are not hiding any criminal records.
The following are some of the documents that are used to verify the candidate’s address:
- Utility bills
- Lease agreements
- Bank statements
- Government-issued IDs
The information above also helps the company determine the candidate’s suitability for the job based on location and commute time.
By referring to the five factors above for background checks, you can get the most out of your hiring process and get the right people for the job on board.
You can only use the same factors above for your employee background check. Maybe there are untruthful people in your organization who passed through the cracks. Conducting an employee background screening now can save you a lot of headaches in the future.
If you don’t have people within your company to do the employee background verification for you, there are organizations offering extensive pre-employment background checks.
We at The Spy Experts can help you get the job done. We can conduct criminal background checks, pull out school records, coordinate records with their past employment, and more.
ARE YOU ABOUT TO HIRE A MISTAKE?
Save your business from employees with a bad rap and who could damage your reputation!