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.