Manufacturing Background Checks: What to Check and Why It Matters
Background checks are essential for manufacturing roles. Learn what to check, how to do it effectively, and how to use results to make better hiring decisions.
Manufacturing Background Checks: What to Check and Why It Matters
Background checks are a critical part of manufacturing recruitment. They help protect your company, employees, and customers while ensuring you're hiring trustworthy, qualified candidates. But what should you check, and how do you do it effectively?
"We had a candidate with great technical skills, but his background check revealed a history of workplace violence," shares a Houston plant manager. "That background check saved us from a potentially dangerous situation. Background checks aren't optional in manufacturing."
Why Background Checks Matter in Manufacturing
Safety Concerns
Manufacturing environments have inherent risks. Background checks help identify:
- History of workplace violence
- Substance abuse issues
- Safety violations
- Criminal history that could impact safety
Quality and Security
Manufacturing companies often handle:
- Proprietary information
- Customer data
- Valuable materials
- Quality-sensitive products
Background checks help ensure candidates can be trusted with these responsibilities.
Legal Protection
Thorough background checks can:
- Reduce negligent hiring liability
- Support hiring decisions
- Demonstrate due diligence
- Protect against claims
Regulatory Compliance
Some manufacturing sectors require background checks:
- Aerospace (security clearances)
- Medical devices (regulatory requirements)
- Defense contractors (security requirements)
- Food manufacturing (safety requirements)
What to Check
1. Criminal History
What to check:
- Federal criminal records
- State criminal records
- County criminal records
- Sex offender registries
Considerations:
- Relevance to the role
- Time since offense
- Nature of the offense
- Rehabilitation evidence
Legal requirements:
- Follow FCRA (Fair Credit Reporting Act) requirements
- Get written consent
- Provide adverse action notices if applicable
- Comply with state and local "ban the box" laws
2. Employment Verification
What to verify:
- Employment dates
- Job titles
- Responsibilities
- Reasons for leaving
- Eligibility for rehire
Why it matters:
- Confirms experience claims
- Reveals employment gaps
- Identifies false information
- Provides performance insights
3. Education Verification
What to verify:
- Degrees and certifications
- Institutions attended
- Dates of attendance
- Major/field of study
Why it matters:
- Confirms qualifications
- Identifies false credentials
- Validates technical training
4. Professional License Verification
For roles requiring licenses:
- Current license status
- License number verification
- Expiration dates
- Any disciplinary actions
Common in manufacturing:
- Welding certifications (AWS)
- Electrical licenses
- Quality certifications (ASQ)
- Safety certifications (OSHA)
5. Reference Checks
What to ask:
- Performance assessment
- Strengths and weaknesses
- Reliability
- Teamwork
- Would they hire again?
Why it matters:
- Validates candidate claims
- Provides performance insights
- Reveals potential issues
- Confirms cultural fit
6. Drug Testing
When to test:
- Pre-employment (standard)
- Post-accident
- Reasonable suspicion
- Random (for safety-sensitive roles)
- Return-to-duty
Why it matters:
- Safety in manufacturing environments
- Reduced accidents
- Improved productivity
- Legal compliance
7. Credit Checks (if relevant)
When appropriate:
- Financial responsibility roles
- Positions with access to valuable materials
- Security-sensitive positions
Legal considerations:
- Must be job-related
- Comply with FCRA
- Get written consent
- Provide adverse action notices
8. Driving Records (if applicable)
For roles involving driving:
- License status
- Driving violations
- Accidents
- DUI/DWI history
How to Conduct Background Checks
1. Get Written Consent
Always get written consent before conducting background checks:
- Clear explanation of what will be checked
- Candidate signature
- Compliance with FCRA requirements
2. Use Reputable Services
Work with professional background check companies:
- FCRA-compliant
- Accurate and thorough
- Fast turnaround
- Good customer service
3. Be Consistent
Apply the same standards to all candidates:
- Same checks for similar roles
- Consistent evaluation criteria
- Fair and non-discriminatory
4. Follow Legal Requirements
FCRA compliance:
- Get written consent
- Provide disclosure
- Use results appropriately
- Provide adverse action notices
- Allow candidate to dispute
State and local laws:
- "Ban the box" laws (restrict when you can ask about criminal history)
- State-specific requirements
- Local ordinances
5. Evaluate Results Appropriately
Consider:
- Relevance to the role
- Time since offense
- Nature of the offense
- Rehabilitation evidence
- Job-relatedness
Avoid:
- Automatic disqualification
- Discrimination
- Ignoring rehabilitation
- Inconsistent application
Common Background Check Issues
1. False Positives
Background check errors can occur:
- Similar names
- Identity theft
- Database errors
- Outdated information
Solution: Verify results, allow candidates to dispute, use multiple sources
2. Incomplete Information
Some checks may be incomplete:
- Limited database access
- Sealed records
- International background (harder to verify)
Solution: Use multiple sources, verify directly when possible
3. Delayed Results
Background checks can take time:
- Court record requests
- Employment verification delays
- International checks
Solution: Start early, use efficient services, have backup plans
4. Cost
Background checks cost money:
- Per-check fees
- Volume discounts available
- Consider total cost vs. risk
Solution: Balance cost with need, negotiate volume rates
Using Background Check Results
Making Decisions
Consider:
- Job-relatedness of findings
- Time since offense
- Rehabilitation evidence
- Candidate explanation
- Risk to company/employees
Document:
- What you checked
- What you found
- Why you made the decision
- Consistency with other candidates
Adverse Action Process
If you decide not to hire based on background check:
- Pre-adverse action notice: Inform candidate, provide copy of report, explain rights
- Wait period: Give candidate time to dispute (typically 5 business days)
- Final adverse action notice: If decision stands, provide final notice with reasons
Candidate Disputes
Candidates may dispute results:
- Take disputes seriously
- Investigate claims
- Correct errors promptly
- Reconsider decisions if appropriate
Best Practices
1. Start Early
Begin background checks as soon as you have conditional offers to avoid delays.
2. Be Transparent
Tell candidates what you'll check and why. Transparency builds trust.
3. Use Professional Services
Professional background check companies are more accurate, faster, and FCRA-compliant.
4. Document Everything
Keep records of:
- What you checked
- Results
- Decisions made
- Rationale
5. Review Regularly
Review your background check policies regularly:
- Ensure compliance
- Update for legal changes
- Improve processes
Getting Help with Background Checks
Background checks require:
- Legal knowledge
- Compliance expertise
- Efficient processes
- Proper documentation
Our background checks and verification services help manufacturing companies conduct thorough, compliant background checks efficiently.
Conclusion
Background checks are essential for manufacturing recruitment. They protect your company, employees, and customers while helping you make informed hiring decisions. Conduct them properly, evaluate results fairly, and use them as one factor in your hiring decision.
Remember: Background checks are a tool, not a decision-maker. Use them to inform your decisions, but consider the full picture of each candidate.
For more insights on manufacturing recruitment, explore our posts on effective hiring processes and manufacturing recruitment best practices. At The Hammitt Group, we help Texas manufacturers conduct thorough background checks that protect their businesses.
Related Posts
Building a Manufacturing Talent Pipeline: Long-Term Recruitment Strategy
Stop scrambling to fill positions. Learn how to build a sustainable talent pipeline that ensures you always have qualified candidates ready when you need them.
Manufacturing Recruitment Technology: Tools That Improve Your Hiring Process
Technology can transform your manufacturing recruitment. Learn which tools and platforms can help you find, attract, and hire top talent more efficiently and effectively.
Manufacturing Retention Strategies: Keeping Your Best Employees
Retention is cheaper than recruitment. Learn proven strategies to keep your manufacturing employees engaged, satisfied, and committed to your company long-term.