Points to Remember in Applying Pre-Employment Screening - PowerPoint PPT Presentation

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Points to Remember in Applying Pre-Employment Screening

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The more you know about the background screening process going in, the better your chances of providing complete information without fear of shooting yourself in the foot. Always remember, the employer isn't out to get you, but their priority will always be protecting themselves from liability and obtaining a quality employee. So emphasize the good, explain the bad and don't try to cover up a mistake as it could do more harm than good! – PowerPoint PPT presentation

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Title: Points to Remember in Applying Pre-Employment Screening


1
Points to Remember in Applying Pre-Employment
Screening
  • www.affordablesearches.com

2
  • 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.

3
  • 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.

5
  • 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.
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