For employers hiring new employees is a rushed process, especially if the job available is a critical mission. But neglecting to follow through on pre-employment screening will be more disastrous to the company than having an empty employee seat for a couple of months.
A limited pre-employment screening, a lack of checking the facts or single-minded policy about the hiring process could leave a company rushing the hiring process and pick an unsuitable new employee or worse with a tsunami of new liabilities and risks.
The Pre-Employment Screening Basics
There is no bare minimum for pre-employment screening, companies can do whatever they want, but that doesn’t mean they should leave pre-employment screening out of the equation all together. Employers need to look for the right fit for the job available and pre-employment screening will help to make sure that the potential employee is the right one.
Since every description of jobs is different, each place of employment needs to conduct different types of pre-employment screening and evaluation. Employers need to have a standard benchmark pre-employment screening process for all levels of employment, from the retail cashier job to the CEO Job. A criminal background check is a recommendation in checking for any place the potential employee lived for the last seven years, including the state, city, county and multi-jurisdictional databases and educational verification.
Every job can cause risks; even janitors have access to every room and office. Employers have to match the pre-employment screening process to the level of the risks of the job available and never leave anyone out.
One of the several challenges to this incredibility thorough background check such as social security checks, immigration status, terrorist check and sexual predator listings, however, is money.
Employers need to cut the money spent on each job applicant and that happens throughout the hiring process. First, employers need to weed out any unsuitable job applications which drop 80 to 85 percent of their potential employees alone. Then, they must insert into a number of people doing conduct personality or job testing. The employer’s top three or four employees need to subject to investigation as a part of the pre-employment screening process. The first two processes are actually inexpensive, but the last one is extensive and would cost more, but the system makes sure that the employers is only screening the applicants who are potentially the right fit.
The job description contributes to how much money companies should spend on pre-employment screening by itself. Employers shouldn’t spend the same money on someone earning only 10 dollars per hour as you spend pre-employment screening for the CEO Job.
For more information about pre-employment screening, feel free to visit http://www.intelifi.com/technology/emerge/ or contact us at (800) 409 -1819