Points to Remember in Applying Pre-Employment Screening

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Points to Remember in Applying Pre-Employment
Screening

• www.affordablesearches.com

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• The concept of pre- employment screening might
  seem excessive but in reality this is a prudent
  idea as one has to select only the quality
  personal instead of anyone with history of
  negligence during the work. Similarly the better
  practices like screening can reduce cost in many
  other areas including the employee retention and
  loyalty to the organization.

• One important aspect of the screening process is
  that it should be applied with due diligence and
  across the board. This should be done while
  keeping in mind the ideas of fair practice, which
  means there should be no invasion of privacy, and
  the information that should be taken in account
  should be either readily available in the public
  domains.

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• The recruiting staff in the human resource
  department can conduct background research
  themselves. The easiest way to do this is to ask
  the candidate to provide some basic information
  about himself. The candidates may be asked to
  provide driving records. Driving records can also
  be obtained the authorization from the applicant.
  Educational records are also freely available,
  provided you have the authorization of the
  candidate. Information on criminal record,
  arrests, civil suits and judgments is public
  domain.

4

• No one is proud of being made redundant, let
  alone being dismissed, and this is why so many
  applicants will try to hide the real reasons they
  left their previous employer. It's one thing not
  to state on a CV reasons for leaving a post, but
  quite another to lie about this when asked. Even
  dismissal in itself is not always necessarily
  detrimental to a candidate's chances, but when
  one lies about it, it certainly raises questions
  about their character.

• And when it comes to stating current income,
  employees are increasingly taking advantage of
  the fact employers now provide less and less
  information on standard references. In fact, most
  will supply only dates of employment and job
  title. Therefore, employees allow themselves to
  inflate their salaries, thinking they will be
  able to get away with such lies.

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• That is dangerous, because more often than not,
  the human resource people lack the capacity to
  deal with some of the important aspects of
  employee screening. Whereas the human resource
  people can competently verify academic
  credentials and past work history, they tend to
  show great weaknesses when they have to do things
  like criminal background checks which usually
  involve more 'digging.' Ideally then, if pre
  employment screening has to be done in-house, it
  should be done by an inter-departmental
  committee. Folks from the security department can
  do criminal record checks, whilst human resource
  folks do credential and work history
  verification, even as people seconded from the
  finance department do things like credit score
  checks and so on.