Competitive economic environment in our times, firms can’t afford being sidetracked by problems involving employees like workplace violence, embellished résumés, theft, harassment, injury claims or embezzlement. The increasing growth of employers turning to pre-employment screening as the critical risk management tool to have chance to avoid having hiring bad employees in the first place, but at the same time, all companies are more cost-conscious as well. With the obvious benefits of pre-employment screening, the management always expects human resources professionals and security to produce big results with fewer resources. The Human Resources professionals and security are facing big challenge and they are finding new ways to carry out pre-employment screening program that is very effective and very cost-effective.
Four Goals of Pre-Employment Screening
One: Avoiding Negligent Hiring
The pre-employment screening program must show that employers use due diligence in the hiring process which means that employers needs to take reasonable steps to find a potential employee that is fit for the available job and protect the employer from negligent hiring lawsuit claims.
Two: Accurate Information
An effective pre-employment screening program gets factual information about the potential employee, to go with the impressions obtained from the interview part of the process. It is also a valuable tool for judging the accuracy of the potential employee’s résumés.
Three: Discouraging Applicants Involved With Crimes
Pre-employment screening is a tool that scares job applicants with something to hide, applicants with very serious criminal records will less likely to apply at a company that announces they have pre-employment screening
Four: Encouraging Applicants to Tell the Truth
Pre-employment screening should encourage job applicants to tell the truth in their résumés, job applications and interviews. And since they know the companies they are applying to have pre-employment screening and background checks, they can uncover information about themselves.
A lot of companies see pre-employment screening as a process that starts after employers select applicants and their name goes to human resources professionals or security for a background check report. The employer decides whether they outsource to a background check company or conduct investigations internally through their corporate security. In a typical pre-employment screening program, the emphasis is on screening for criminal records, arrest and convictions as well as other background checks that are already available.
There are more to pre-employment screening that just searching for criminal records after selecting the potential employee. In fact, they are effective even before the company received the resumes or conduct the first interviews. Employers, hiring managers, interviewers and recruiters need to understand safe hiring practices are not something that can be taken care of by others after making hiring decisions. It needs the full attention and companywide commitment to a safe hiring by everyone involved in the hiring process.
For more information about pre-employment screening, feel free to visit http://www.intelifi.com/technology/emerge/ or contact us at (800) 409 -1819