Basically, a hiring team conducts pre-employment screening as a means of investigating the backgrounds of potential employees and is commonly used to counter-check the accuracy of candidates’ claims as well as discover criminal history or past employer sanctions. According to the Centre for the Protection of National Infrastructure, pre-employment screening serves as the foundation of good personnel security of every company. Being one of the critical parts of the hiring process, it is of vital importance that you, as an employer, know more about pre-employment screening.
This process can be defined as an effective measure of minimizing risks and liabilities. As a common saying in the corporate industry, “good human resource management starts with hiring good employees”. Several character tests are included in pre-employment screening such as validating the integrity and reliability of the candidate (especially in giving accurate information), sense of responsibility (for keeping one’s public information updated at all times) and, honesty and veracity for consenting your company to access in their personal information.
The list of documents being checked for authentication in pre-employment screenings is as follows: involvement in scrupulous activities, unspent criminal convictions relevant to the role, false identity or unsubstantiated claims in the application form, unexplained gaps in employment history, disadvantageous references and hidden or undocumented information related to the position being offered. A more specific list includes incarceration and sex offender records, legal working status, and litigation records, medical, mental and physiological records, military records, polygraph testing and social security number. Drug tests and credit checks are often included but are of high controversy.
Although pre-employment screening is not considered as an easy process, it is important to invest in these mechanized operations in order to keep up with the level of quality of your business and competitors. As a matter of fact, you may ask the Federal Bureau of Investigation and State Identification Agencies to provide services related to criminal background of candidates when appropriate.
Some of the laws you should be familiar with before conducting pre-employment screenings are: The Employee Polygraph Protection Act, which prohibits most private companies from using lie detector tests for pre-employment; The Fair Credit Reporting Act (FCRA), which regulates investigation of employers of applicants’ credit history; and The Family Right to Privacy Act, which requires the consent of candidates in order to for employers to have access to information concerning their school records. Aside from these facts, you should also go through a rigid reading about the types of pre-employment screenings in order to fully understand how these process works.
For more details about pre-employment screening, visit https://www.intelifi.com/technology/emerge/