Employee turnover in the hospitality industry is >75%. This means there is a lot of hiring complexity, volume, and reliability involved. Keeping this in mind, here is a suite of checks that we highly recommend for your company:
Background checks for hotel employees can vary depending on the company's policies and the position of the employee. These checks may include criminal background, employment and education verification, credit, drug test, reference, identity, and social media checks. These checks might not be mandatory for all positions and it can vary by company and jurisdiction.
Background verification is the process of checking a job candidate's criminal and employment history to ensure that they are qualified and suitable for a position in the hospitality industry.
In the US, the FCRA regulates background checks for hospitality industry employment, requiring written consent, report provision, "pre-adverse action notice" and dispute rights for candidates. Employers must also comply with anti-discrimination laws and jurisdiction's state and federal laws.
Background checks are typically required for certain positions in a hotel, such as those that involve handling money or working with vulnerable populations, such as children or elderly guests. However, some hotels may choose to conduct background checks for all employees, regardless of their role. Ultimately, the decision to conduct background checks and the specific positions for which they are required will depend on the policies and procedures of the individual hotel.
Background verification is important in the hospitality industry because it helps to ensure the safety and security of guests and employees. It also helps to prevent fraud and theft, and protect the reputation of the hotel or resort.