Hiring the right person can make or break your business. That’s why applicant screening and background checks are essential in a strong hiring process. They help ensure you’re bringing in candidates who are qualified and trustworthy, will remain loyal, and align with your company’s values. Read more to learn what applicant screening and background checks are, why they matter, and how to conduct them properly and legally in the Philippines.
What Is Applicant Screening?
Applicant screening is the process of evaluating job candidates before they’re selected for an interview or job offer. Some job applicants may exaggerate, lie, or include vague details on their resume, so it’s important to conduct a thorough assessment to determine who fits the role.
The process typically involves reviewing resumes, conducting initial interviews, and assessing applicants’ qualifications, skills, and experience.
Screening may also include:
- Skills testing
- Personality assessments
- Reference checks
- Reviewing social media presence
The goal is to identify candidates most likely to succeed in the role while filtering out those who don’t meet the job requirements or company culture.
Why Background Checks Matter in Hiring
A background check helps verify that a candidate’s information is accurate and complete. It typically includes checking:
- Criminal records
- Employment history
- Educational background
- Professional licenses and certifications
Background checks reduce the risk of negligent hiring, leading to financial losses, workplace incidents, or damage to your company’s reputation. They also help protect your existing team and create a safe working environment.
Legal Guidelines for Employers in the Philippines
In the Philippines, background checks are allowed but must comply with local labor and data privacy laws. Employers must:
- Obtain written consent from the applicant before conducting a background check.
- Inform candidates about what information will be collected and how it will be used.
- Protect the applicant’s personal data following the Data Privacy Act of 2012 (RA 10173).
- Avoid discriminatory practices—for example, rejecting candidates solely based on age, gender, religion, or marital status is illegal under Philippine labor laws.
Failing to follow these guidelines can lead to legal complaints or penalties, so it’s important to stay compliant throughout the hiring process.
Step-by-Step Guide to Applicant and Background Checks
Here’s a simple process you can follow:
- Define the Job Requirements
Start by clearly outlining what you’re looking for in a candidate, including skills, experience, and qualifications.
- Screen Applications
Review resumes and cover letters to filter candidates who meet the minimum criteria.
- Conduct Initial Interviews
Use structured interviews to evaluate soft skills, communication abilities, and cultural fit.
- Request Consent
Before doing any background check, ask the candidate to sign a consent form outlining the check’s scope.
- Verify Information
Use official sources to confirm employment history, education, and licenses. For criminal checks, work with accredited agencies or request a police clearance from the candidate.
- Evaluate the Results
Compare the findings with your hiring standards. Ensure any concerns are discussed with the applicant before making a final decision.
Red Flags to Watch Out for During Screening
While not every red flag is a dealbreaker, here are some issues that warrant further investigation:
- Inconsistent work history or unexplained employment gaps
- False or exaggerated credentials
- Criminal records relevant to the job role
- Negative references or refusal to provide references
- Unprofessional behavior during interviews
- Red flags on social media, such as offensive content or signs of dishonesty
Always give the candidate a chance to explain discrepancies before ruling them out. Inconsistent work history may be due to the candidate taking skills courses, while unprofessional behavior could simply be a result of miscommunication.
OutTask’s Professional Services
Conducting applicant screenings and background checks can be challenging, requiring expertise and familiarity with the Philippine labor market. Fortunately, OutTask can handle the process, helping you assess and acquire the best candidates,
We help employers find and grow offshore talent in the Philippines while ensuring compliance with labor laws. Our services include:
- Employer of Record (being the employer on your behalf, so that all compliance requirements will be our responsibility)
- Payroll Management
- HR Services
- Training and Equipment Procurement
- Job Analysis and Candidate Vetting
- Compliance and Benefits Management
Final Thoughts
Applicant screening and background checks are important for building a reliable and competent team. Following a clear, fair, and legal process reduces hiring risks and improves your chances of finding a qualified employee who will stay with your business long-term.
Are You Looking to Assess and Acquire the Best Filipino Professionals?
The Philippines offers an English-fluent workforce that is highly educated, tech-savvy, and cost-effective. At Out Task, we specialize in helping companies recruit top-tier Filipino talent while handling the complexities of HR, payroll, and local compliance.
Schedule a consultation with one of our experts:
- Contact us Here
- +1 9726344713
- Email us at:Â info@outtask.ph
