Tips for pre employment screening

Pre employment screening is an essential part of recruitment. However, if not handled with care it can create tension between employees and employers. Employers are looking forward to know even the minute detail that might help them in verifying true identity of candidates. Whereas for the potential employee, it is just an invasion on their personal information. They might even take it as a lack of trust of their employer in them. Hence communicating the necessity of pre employment screening is important and so is addressing any concerns of the candidate.

Employers ask the permission of candidates for any sort of background check conducted through pre employment screening companies but with the increasing data privacy and data security issues, candidates might be confused. So employers need to make them understand for what purpose, pre employment screening is done.

Answer the question – Why is it necessary? Be honest about your reason and about the safety concern you have regarding your company. Explain all the reasons to the candidate in your policy or guidelines.

Make them understand it’s a standard procedure for all companies now and ensure you only need permission of employees for proper check and proper documents to back their statements and nothing else.

Discuss about the rights of both employees and employers.

If something negative comes up, ensure that they will be given a chance for explanation of the case.

These tips will help you handle pre employment screening professionally.

An employment background check company handle these concerns sensitively. They ensure that the employers are making proper guidelines to eradicate such concerns of candidates, that align with their company as well. They don’t disclose any information collected or they don’t intrude in anyone’s business unless any illegal situation comes up. The background screening companies ensure they follow data privacy laws and data security laws.

Employers need to look at the entire spectrum of information. Consider the candidate's education, criminal history, driving history, employment history, and social media. Hyper focusing on one specific item in a background check will cause employers to lose great candidates.

There are patterns to background check data, both positive and negative. Identifying those patterns allow employers to properly evaluate a candidate. A single good or bad thing should not be what decides a candidate's ability to perform a job or represent a company. Consistent patterns of behavior are the best ways for employers to make hiring decisions.

A legal release form is required when performing a background check. The job candidate must sign the release form in order for employers to be able to perform it. This informs the candidate of their rights. They must be given a copy of the form.

The law on it can be flexible, but employers should not play with that flexibility. Employers should follow the law as exact as possible, Background check laws vary by federal, state, local, and job-specific rules. It is a good idea to research individual company's policy as well as state and federal mandates before performing widespread.

It is important for the employers to always choose the right pre employment screening company. The best background check companies have the latest technology in use and they reduce turnaround time for hiring process of employers. They might be costly but in the long run this cost will not be much compared to the loss the company might face in terms of less productivity or wrong hires. Hence its always important to invest in the right provider and ensure quality of hires. Wrong hires will lead to major issues for the employers and this should be avoided anyhow.