Just like other countries, the Philippines offer an extensive variety of multifaceted skills from young job-seekers. Accompanied by the ever-growing business enterprises and employers, the candidate reserve continuously keeps rising every day.
In order for a company to work, one must hire its employees. It is but a simple, yet committed process to form the establishment you envision. More so, one of the helpful ways to assess a potential employee and/or partner in business is to conduct background checks.
Finding the right person for the job is hard – it requires extensive research and a judgment of various skill sets from different potential candidates. Through thorough screening and cross-examination of one’s character records, an employer can judge whether or not to deem you fit for the job. As a common hiring practice, an employer typically asks for your personal, financial, educational and criminal records for assessment – this is to establish the qualifications you carry as a potential employee of a company.
It is important for the employer to choose candidates that would rather create trust than to bring bad risks to the establishment – hence, the optimization of background checks.
Under our Philippine Labor laws, there are no provisions for its prohibition. There is, however, the Republic Act No. 10173 or the Data Privacy Act of 2012. Pursuant to R.A. 10173, its content limits the ground of pre-employment background checks conducted within the country – this is to safekeep the right to privacy of every citizen. In most cases, before conducting a background check, the employer will provide a written consent form for employees to either agree upon or decline.
There are different kinds of background checks used by employers to determine quality employment.
Personal Information Check
Educational or Academic Background Check
Health Background Check
Financial Background Check
Criminal Record Check
Past Employment Record Check