Conducting pre-employment screening on applicants is a very important part on the hiring process. This guide will offer employers advice on conducting pre-employment screening in a way that will support their company’s important goals.
Careless approaches to pre-employment screening wrong applicants, with damages in terms of low morale and costs as a result and the employer and his or her reputation because of legal challenges.
There are many reasons why guidance is good for practice in conducting pre-employment screening is necessary:
- The employer adopts legal and ethical practices and gain increased public recognition needed.
- Social media as a part of the pre-employment screening during the hiring process, but it is not yet clear what the legal implications of this practice might have.
- Employers shift towards outsourcing, hiring background check companies to conduct pre-employment screening.
- And lastly, previous employers are not great references since they are reluctant to make any negative comments for legal challenge purposes.
The guide draws on topics with employers, employment lawyers and HR professionals who have extensive knowledge and experience in advising and conducting pre-employment screening.
There are core principles that need research for the employer’s aims which are a relevant guidance for all the sectors in conducting pre-employment screening:
- To protect the company, clients and customers.
- Make sure to have compliance and non-discrimination with the data protection law.
- Be fair to all applicants.
- Do not rely on opinions but facts.
- Validate every information that will be useful for hiring.
- And lastly, be open and transparent to applicants about the pre-employment screening process.
What risks should employers watch out for?
Conducting pre-employment screening is also called vetting, which has the purpose to prove eligibility of the applicant being screened which includes the relation to work in a specific country and criminal records. They placed to a low-level in the criteria for skills and abilities needed. Pre-employment screening is about getting the right fit for the company’s requirements and should fit in relation to skills, talent and experience.
Carrying out a right hiring process to decide if the applicant is fit for the role, conducting due diligence is what employers need to do to find if job applicants might bring the company difficulties with colleagues, managers, suppliers and customers or disrepute. If HR failed to establish relevant information about the applicant could mean failure to show due diligence: pre-employment screening is the key element in conducting due diligence in the hiring process.
Using Social Media as a Part of the Hiring Process. There has been an increase in the employers making use of social media networks of applicants as a part of pre-employment screening. Information on the internet is sometimes incorrect, but companies should allow applicants to respond to any information obtained from the internet and they should take account of any explanation of the inaccuracies and any mitigating facts before withdrawing offers.
To avoid legal challenges, at an early stage of the pre-employment screening, applicants should show awareness for the searches. Employers should make sure that the searches are for finding relevant information in deciding whether to hire a certain applicant and are not for fishing expeditions. Law on discrimination are also applied equally for both online and offline checks. Some employers do not choose online searchers as a part of pre-employment screening because it may have disadvantages for applicants who do not have access or do not use any social media accounts.
For more details about pre-employment screening, feel free to visit http://www.intelifi.com/technology/emerge/