KarmaCheck and Candidate.ly Simplify Background Checks for Applicants

KarmaCheck, a first-of-its-kind company that uses candidate-centric technology to provide truth, pace, and efficiency to background checks, announced a collaboration with Candidate.ly, allowing Candidate.ly customers to seamlessly integrate KarmaCheck background checks into the overall applicant management system.

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“The partnership between KarmaCheck and Candidate.ly will allow our mutual clients to integrate KarmaCheck’s robust background checks on a Candidate.ly’s profile with just one click,” said Jan Jedlinski, CEO and co-founder of Candidate.ly. “Candidate.ly continues to transform how candidate submissions are done, and our partnership with KarmaCheck further strengthens the capabilities we provide to our clients as part of a candidate-first, client-friendly experience.”

“Accelerating the talent experience is quickly becoming critical to employers who want to attract talent successfully,” said Eric Ly, Co-Founder & CEO of KarmaCheck. “Since KarmaCheck shares this vision, we’re thrilled to work together with Candidate.ly to deliver an overall faster and user-friendly workflow to recruiters and employers.”

74% of employers have hired the wrong person, and 33% attribute this to an applicant’s false qualifications claimed during the interview process. Background checks, in addition to resumes, interview notes, skill tests, and other data such as salary expectations, are an important component of demonstrating careful and thorough consideration of the candidate’s recent and past performance.

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Why is background verification an important part of the recruitment process 

In general, an employer who fails to conduct a background check on an applicant for a risk-sensitive position may be held liable for negligent hiring or retention if the employee later engages in serious misconduct or illegal activities. Punitive damages in such cases can amount to millions of dollars. It is adrift in the world, as it is in the world.

You can confirm the information proffered by your job candidate by conducting a background check. It can also reveal information that was either accidentally or purposefully omitted, such as residency in other areas where a criminal record may be found. These reports encourage a secure and profitable workplace, and they are an effective risk management tool that has been shown to reduce the likelihood of a bad hire.

Background checks can also provide specific information about prior employment and help verify dates of attendance and degrees or certifications earned.

Background checks should be performed on all job applicants for seven compelling reasons:

• To create a secure working environment for both employees and customers
• To employ the most competent people who will help your business grow rather than destroy it
• To reduce the risk of employee liability through “due diligence” in the hiring process.
• To encourage openness in the application and interview processes.
• To deter applicants who have something to hide
• To remove uncertainty from the hiring process
• It is not sufficient to rely solely on instinct

The bottom line is that your applicants’ past behavior will help you predict their future behavior, and a thorough employee background check will help you make an informed decision. The presence of a background screening program encourages applicants to be more open and transparent about their behavior history.

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