Keep in mind what Is Needed for the Best background Verification


Probably when you were getting ready to open your job, you listed in bullet points what characteristics that person should have, what they are going to do such as proactivity, initiative, good communication, sales skills, waist play, knowing how to pack Adobe and many others. A FACIS is very important there.

Depending on the position you are trying to fill, there are certain characteristics and behaviors that you will wish not to have with yourself or your business the pertinent negative so-called. It is so important to be mentioned during your recruitment process, because sometimes you will come across a person who checks all the desired points, but because you have not listed the unwanted points, you end up hiring them and that it turns out to be more of a headache than a help.

It takes self-awareness on your part, but it will save you from a lot of trouble. What kind of person do you get along with best? What kind of behavior does the person next to you need to have? What kind of people won’t your customers put up with? If work involves a lot of repetitive stress, such as organizing events, should you hire someone who says they need to work in a highly organized place? Do not.


A subject of much controversy these days is the occurrence of background analysis of job vacancy candidates at the time of possible hiring, or even already employed. These are the known background checks.

In this country, notably, the performance of background checks is generally related to the analysis of criminal history, credit history, as well as the professional history of the applicant or the employee. Although there are discussions in the National Congress since 2010 about the creation of a law governing the verification of the candidates’ history in their hiring process, the fact is that in our country there are still no consolidated legal provisions or jurisprudence regarding the verification of information. Of candidates in the pre-contractual phase, or employees already hired. In this sense, it is currently verified that, in the absence of specific legislation, international and national companies have actually abused such practice, which has been repelled by the Labor Court.

Although there is no legal prohibition or regulation to conduct background checks by examining constitutional principles, scholars understand that the investigation per se directly violates an individual’s right to privacy and privacy, which may lead to legal action.

Thus, it is possible to observe that the people TST has understood that during the selection of candidates, the company should focus on the technical development and skills of the candidates, avoiding investigations on their personal and private life, which have no direct relationship or influence. In the activities or the way, the work will be done.

Based on this criterion, when not justifiable, TST criticizes and rejects the hiring of employees conducted directly by potential employers or even by third parties companies specialized in this practice, which are based on investigative actions about personal aspects of life. Such as criminal history, credit history or history of labor claims against previous employers. In the last two years, there have even been convictions in the face of large companies in extremely significant amounts due to individual and even collective moral damages.