Background Check Flaws: Impacts and Solutions

A study published in Criminology highlights the wider impact of background check inaccuracies conducted by private sector companies, urging employers to consider alternative methods like biometric data. These inaccuracies extend  to personal consequences, impacting society by imposing unjust barriers on individuals in areas like employment, education, and housing.

Conducted by the University of Maryland, the study highlights significant accuracy issues in background checks, especially when conducted by private-sector entities. These companies can introduce potential errors, including simple typos and the inclusion of common aliases, which can lead to misinformation, thus resulting in unjust barriers. Study Co-author, Robert Stewart emphasizes that relying on names and birth dates, rather than unique identifiers like fingerprints, contributes to inaccuracies, challenging the widely held belief in background checks’ infallibility.

The study examined the criminal records of 101 individuals in New Jersey, comparing official state reports with private-sector background checks. It revealed that over half of the participants experienced false-positive errors, while around 90% encountered false-negative errors. These inaccuracies had tangible consequences, restricting participants' access to employment, education, and housing opportunities.

The study's findings align with diversity, equity, and inclusion strategists who recommend reevaluating the reliance on a candidate's criminal history. Instead of using background checks as an initial filter, the suggestion is to first engage with applicants and defer checks until after extending a job offer. This approach aims for a more equitable and personalized candidate assessment process.

In light of these drawbacks, Stewart proposed alternative methods for conducting background checks, citing models used in other countries that employ biometric data and government agencies like the state or the FBI. He emphasized the need for employers to recognize the significant stakes involved in relying on potentially flawed background checks.

Since Mexico's talent pool has become increasingly international during the past two decades, with individuals studying and working globally in Mexico, it presents new challenges and opportunities for background screening. It is no longer sufficient to solely assess Mexican experiences and degrees; one must also scrutinize the origin and legitimacy of foreign qualifications. 

"Tailoring background checks involves considering the specific requirements of different roles, industries, and compliance standards. This approach addresses the diverse backgrounds of international talent and recognizes the unique challenges posed by nearshoring in Mexico," said David Robillar, President, First Advantage MultiLatin.