Archive: 02/23/2024

Challenges Faced When Running Background Checks

Running background checks has become an essential part of the hiring process for many employers. It is a crucial step in ensuring the safety and integrity of the workplace. However, there are several challenges that employers may face when conducting these checks. In this article, we will explore some of the common challenges and how to overcome them.

1. Inaccurate or Incomplete Information

One of the challenges employers face when running background checks is the possibility of inaccurate or incomplete information. This can occur due to various reasons, such as outdated databases, human error, or even intentional misinformation. It is important for employers to verify the information obtained from background checks through multiple sources to ensure its accuracy.

2. Legal Compliance

Another challenge is ensuring legal compliance when conducting background checks. There are strict laws and regulations governing the use of background checks, such as the Fair Credit Reporting Act (FCRA) in the United States. Employers need to be aware of these laws and ensure that they follow the necessary procedures to protect the rights of the applicants.

3. Privacy Concerns

Privacy concerns are a significant challenge when running background checks. Applicants may feel uncomfortable sharing personal information, especially if they are not selected for the job. Employers should be transparent about the purpose of the background check and obtain the necessary consent from the applicants. It is crucial to handle and store the information securely to protect the privacy of the individuals.

4. Delays in the Hiring Process

Background checks can sometimes cause delays in the hiring process. Verifying the information and waiting for the results can take time, especially if there are discrepancies or additional checks required. Employers should plan ahead and communicate with the applicants about the expected timeline to manage their expectations and minimize any potential frustrations.

5. International Background Checks

Conducting background checks on candidates who have lived or worked internationally can present additional challenges. Different countries have varying laws and regulations regarding the collection and use of personal information. Employers may need to work with specialized agencies or legal experts to ensure compliance and obtain accurate information.

6. Balancing Fairness and Risk Mitigation

Employers need to strike a balance between fairness and risk mitigation when using background checks. While these checks can provide valuable information about an applicant’s past, they should not be the sole basis for making hiring decisions. Employers should consider the relevance of the information to the job requirements and give applicants an opportunity to explain any discrepancies.

7. Cost Considerations

Background checks can be costly, especially if multiple checks are required or if international checks are involved. Employers need to weigh the benefits of conducting these checks against the associated costs. It is essential to find a reliable and reputable background screening provider that offers competitive pricing without compromising the quality and accuracy of the checks.


Running background checks is a critical step in the hiring process, but it comes with its own set of challenges. Employers must navigate through inaccuracies, legal compliance, privacy concerns, delays, international checks, fairness, and cost considerations. By being aware of these challenges and taking necessary steps to overcome them, employers can ensure a thorough and fair evaluation of candidates while maintaining legal and ethical standards.

two women sitting at a table with laptops

How to Resolve Conflict at Work

Conflict is an inevitable part of any workplace. When individuals with different personalities, backgrounds, and perspectives come together, disagreements and clashes are bound to occur. However, conflict doesn’t have to be detrimental to the work environment. In fact, when handled effectively, it can lead to positive outcomes and improved relationships among colleagues.

1. Address the Conflict Early

One of the most important steps in resolving workplace conflict is to address it as soon as possible. Ignoring or avoiding the issue will only allow it to fester and escalate further. When you notice tension or disagreement between colleagues, take the initiative to address it promptly. Schedule a private meeting with the individuals involved to discuss the situation openly and honestly.

2. Listen and Seek Understanding

When conflicts arise, it’s crucial to listen to all parties involved. Each person may have a different perspective or set of concerns. By actively listening and seeking to understand their viewpoints, you can gain valuable insights into the root causes of the conflict. Avoid interrupting or passing judgment during this process. Instead, focus on creating an environment where everyone feels heard and respected.

3. Find Common Ground

During conflict resolution, it’s essential to identify areas of common ground. Look for shared interests or goals that can serve as a basis for finding a mutually beneficial solution. By focusing on common objectives, you can shift the conversation away from personal differences and towards a more collaborative approach.

4. Communicate Effectively

Clear and open communication is key to resolving workplace conflicts. Encourage all parties involved to express their thoughts and feelings in a respectful manner. Emphasize the use of “I” statements to avoid accusatory language. Additionally, ensure that all communication is focused on the specific issue at hand and not on personal attacks or unrelated matters.

5. Seek Mediation if Necessary

In some cases, conflicts may be too complex or deeply rooted for individuals to resolve on their own. In such situations, it can be helpful to seek the assistance of a neutral third party. A mediator can facilitate discussions, guide the process, and help find a compromise that satisfies all parties involved. Mediation can be particularly effective when emotions are running high and communication has broken down.

6. Foster a Positive Work Environment

Prevention is always better than cure. By fostering a positive work environment that promotes open communication, respect, and collaboration, you can minimize the occurrence of conflicts in the first place. Encourage teamwork, provide opportunities for professional development, and promote a culture of inclusivity and diversity. When individuals feel valued and supported, they are more likely to work together harmoniously.

7. Learn from the Conflict

Every conflict presents an opportunity for growth and learning. Once a conflict has been resolved, take the time to reflect on the experience and identify any lessons that can be learned. This reflection can help prevent similar conflicts from arising in the future and contribute to personal and professional development.

In conclusion, conflict at work is inevitable, but it doesn’t have to be detrimental. By addressing conflicts early, listening to all parties involved, finding common ground, communicating effectively, seeking mediation if necessary, fostering a positive work environment, and learning from the conflict, you can resolve conflicts and improve relationships in the workplace. Remember, conflict resolution requires patience, empathy, and a commitment to finding win-win solutions.