Employers face various human resource challenges. Hiring the right worker for the right employment is one of the most basic difficulties and that task has turned out to be more difficult with a worldwide economy and extremely mobile workforce. Employers can no longer depend entirely on applicant interviews to settle on a sound hiring choice.
Pre-employment screening is a procedure that permits employers to confirm data such as education and previous employment history and performance. Screening procedure uncovers important data on an applicant’s prior behavior which can help a business owner evaluate potential danger posed by the applicant. Earlier practices can incorporate substance abuse, financial record and bankruptcy, driving records and criminal convictions and civil case.
Employers who use pre-employment screening as a part of their recruitment procedure understand various advantages. One of those advantages is a general change in the nature of candidates which at last prompts better employees, higher productivity, expanded quality and lower employee turnover. Basically declaring to all candidates the expectation to direct background check will discourage some candidates from applying. At the very least, applicants will probably speak to themselves genuinely.
Measurably 51% of all resumes contain errors in job, work performance and educational accomplishment. Similarly important, the declaration will empower some high risk candidates with criminal backgrounds to take out themselves, which spares time and cash in the hiring procedure. Then again, the announcement does not discourage great qualified candidates who know their background check won’t uncover huge issues.
When businesses started actualizing pre-employment drug testing in the mid-80s, the practice immediately discourage drug users from applying for work at companies who conducted the test. Drug users could apply for work where drug testing was not led. Deploying pre-employment screening gives the same effect. As more organizations use pre-employment screening, those who do not will become the employer of decision for the individuals who have criminal behavior or other high risk practices in their background.
The return on investment for background checks is effectively acknowledged in turnover decrease. Background checking prevents the hiring of a problem employee which will ultimately turn into a turnover statistic. With the expense of a third party gave background check generally less than a single day’s pay; it is not hard to see a fast hard dollar return while the longer term advantages of profitability, quality and expanded consumer loyalty are being realized.
Please visit www.intelifi.com/technology/emerge/ to know more about pre-employment screening.