A soft background check for employment is a preliminary screening process that employers use to quickly assess a candidate's qualifications and suitability before proceeding with a more comprehensive, full background check. Unlike a hard background check, a soft check doesn't leave a trace on the candidate's credit report and typically only involves accessing publicly available information. This makes it a less intrusive and more candidate-friendly approach to initial screening.
What information is included in a soft background check?
Soft background checks generally focus on information readily accessible to the public. This often includes:
-
Resume and Application Verification: The employer verifies the information provided by the candidate on their resume and job application, checking for inconsistencies or inaccuracies. This might involve contacting previous employers (with the candidate's permission, of course) for basic confirmation of employment dates and job titles.
-
Social Media Screening: Employers might review a candidate's social media profiles (LinkedIn, Facebook, etc.) to gain insights into their personality, professional image, and potential red flags. However, this needs to be done carefully and legally, avoiding discrimination based on protected characteristics.
-
Public Records Search (Limited): This may involve a limited search of public records, such as court records, but usually doesn't delve as deeply as a hard check. The information accessed is typically limited to what's readily available online, without needing extensive investigative work.
-
Education Verification: Employers might verify the degrees or certifications claimed by a candidate by contacting educational institutions. This often involves confirming attendance and degree completion, not necessarily GPA or academic details.
What information is not included in a soft background check?
Critically, a soft background check typically does not include the following:
-
Credit Report: A soft check doesn't access a candidate's credit history. This requires a separate, hard credit check with the candidate's explicit permission.
-
Criminal Background Check: Detailed criminal history checks, including arrests and convictions, are generally not included in a soft check. These require separate processes and often necessitate a hard check.
-
Extensive Public Records Searches: While limited public record searches may be included, a soft check won't involve the thorough investigations characteristic of a hard check.
-
Drug Screenings: Drug tests and other medical screenings are never part of a soft background check.
What is the difference between a soft and hard background check?
The primary difference lies in the depth and breadth of information collected and the impact on the candidate's record.
| Feature | Soft Background Check | Hard Background Check |
|---|---|---|
| Depth | Limited, surface-level information | Extensive, detailed information |
| Credit Check | No | Typically includes a credit report |
| Criminal Check | Limited or none | Comprehensive criminal history check |
| Impact on Record | No impact on credit report or record | Leaves a record on credit report |
| Candidate Consent | Often implied, but best practice is to get consent | Requires explicit, informed consent |
How are soft background checks used in the hiring process?
Employers utilize soft background checks to:
-
Screen Candidates Quickly: Soft checks offer a rapid initial assessment, helping narrow down a large applicant pool.
-
Verify Information: They help confirm the accuracy of information provided by candidates on their resumes and applications.
-
Identify Potential Red Flags: Soft checks can unearth potential issues that warrant further investigation with a hard check.
-
Improve Efficiency: By weeding out unsuitable candidates early, soft checks save time and resources.
Is a soft background check legal?
The legality of soft background checks depends on the specific information collected and the local laws. Employers should always ensure their practices comply with all relevant federal, state, and local laws, including Fair Credit Reporting Act (FCRA) regulations. Always be transparent with candidates about the screening process.
Remember: This information is for general guidance only and does not constitute legal advice. Consult with an employment law professional for advice tailored to your specific circumstances.
