Patty Pansing Brooks for Congress Congressional Candidates Screening Prospects: Conducting Employee Background Checks

Screening Prospects: Conducting Employee Background Checks

July 29, 2025| maia17| 0 Comment| 7:22 AM

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Congressional Candidates

How to Run an Employee Background Check on Potential Job Candidates

In today’s competitive job market, employers are constantly looking for ways to ensure they hire the best candidate for the job. One important step in the hiring process is conducting a background check on potential employees. This not only helps employers make informed decisions, but also protects their company, employees, and clients. In this article, we will discuss the importance of employee background checks and how to go about conducting one.

Why Conduct an Employee Background Check?

Hiring the wrong employee can result in a number of negative consequences for a company. From decreased productivity and high turnover rates to potential legal issues and damage to the company’s reputation, the cost of a bad hire can be significant. This is where a thorough background check plays a crucial role. It helps employers verify the information provided by the candidate, identify any potential risks, and make a more informed decision.

Employee background checks can also protect a company from liability in cases of workplace accidents, theft, or other incidents caused by an employee’s history or behavior. Additionally, conducting a background check can help maintain a safe and secure work environment for all employees and clients.

What Information Can Be Found in a Background Check?

The information available in a background check can vary based on the type of check conducted and the state laws. Generally, a background check includes information such as criminal records, education and employment history, credit report, driving records, and professional licenses. The employer must have written consent from the candidate before conducting a background check and must comply with the Fair Credit Reporting Act (FCRA) and state laws.

How to Conduct an Employee Background Check

There are a few steps to follow when conducting an employee background check:

Determine what type of background check is needed

Depending on the job role, different types of background checks may be necessary. For example, some positions may require a more thorough criminal background check or a check on professional licenses. Employers should identify what information is relevant to the job and ensure they are compliant with state and federal laws.

Obtain written consent

Before conducting a background check, employers must get written consent from the candidate. This allows the employer to obtain the necessary information and also protects the candidate’s privacy rights. The consent form should also include information about the candidate’s rights and the company’s responsibilities regarding the use of the information obtained.

Use a reputable background screening company

While some employers may choose to conduct background checks on their own, it is recommended to use a professional and reputable background screening company. These companies have access to various records and databases that can provide a more comprehensive background check. They are also well-versed in legal requirements and can ensure the process is conducted in a fair and compliant manner.

Review and verify the information

Once the background check is completed, it is essential to review and verify the information obtained. This can help identify any discrepancies or red flags that may require further investigation. For example, an employer may contact past employers or educational institutions to verify the candidate’s work experience and education credentials.

Use the information responsibly

The information obtained from a background check should be used solely for employment purposes and handled with discretion. Employers should also consider any mitigating circumstances before making a hiring decision. For example, a candidate’s past criminal record may not disqualify them from the job if it is not relevant to the job role or if they have shown rehabilitation.

Conclusion

In today’s world, running a background check on potential job candidates is a necessary and responsible step in the hiring process. It helps employers make informed decisions, protect their company and employees, and maintain a safe and secure work environment. By following the proper steps and using a reputable background screening company, employers can conduct a thorough and compliant background check on potential employees.

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Patty Pansing Brooks is a state senator, attorney, small business owner, and lifelong community organizer.

Patty has a proven track record of values-led policymaking and coalition-building to make positive change for all. She was the Co-Chair of the $6 million Union Plaza Fundraising Campaign to create Lincoln’s first urban park. Patty also served as Co-Chair of the $9.6 million Centennial Mall renovation, which helped make the 7 blocks between our Capitol and our State University a beautiful, historic celebration of Nebraska for all visitors. Finally, she was the Co-Chair of the $250 million Lincoln Public Schools bond issue in 2007 with former Senator and friend, Kathy Campbell. That bond issue improved every school in every zip code in Lincoln.”

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In her two terms as a state senator representing Nebraska’s 28th District, Patty has fought hard and achieved victories for our most vulnerable neighbors, particularly children. One focus of her legislative career has been youth justice reform: Patty introduced and passed bills that have expanded children’s rights to legal representation in the justice system, established automatic sealing of children’s court records when they have completed their sentences, and reoriented the purpose of school peacekeeping officers away from bringing more children into the justice system, and toward keeping kids in school.

“Helping people is what it means to be a Nebraskan. More than politics or party, love fuels the fight for real change. When we love our families and our communities — and when someone is in need — we must step in, speak up, and make change happen.”

Additional legislative victories have included protecting victims of human trafficking and enacting stricter punishments on people who benefit from trafficking; creating and leading the Whiteclay Public Health Emergency Task Force that ultimately allowed the Oglala Sioux to reclaim sovereignty over their public health; legally protecting workers to discuss their wages without employer retaliation; codifying the Nebraska Department of Education’s definition of dyslexia as a learning disability, requiring schools to offer evidence-based reading support; and establishing Nebraska’s first officially recognized Indigenous People’s Day.

Patty was born and raised in Lincoln, Nebraska, where her family has lived for four generations. Two of her three children constitute the fifth generation in Lincoln. She is a proud product of Southeast High School, graduated from Colorado College with a B.A. in Political Science, and received her law degree at the University of Nebraska College of Law.

She lives with her husband Loel in Lincoln, where they work together as law partners. They are longtime members of First-Plymouth Congregational Church, where they were married (as were Patty’s parents Lu and Tom). Patty and Loel have three children, Taylor, Graham, and Avary, who have grown into bright, kind, and civic-minded young adults who fill their parents’ hearts with blessings and joy every day!

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