Why Is Pre-employment Screening Necessary To Do?

A Guideline for Pre-employment Screening Process

A business’s investment in a new employee is substantial. The goal is for them to stay with the firm for a long time and continue to do outstanding work that benefits the company’s bottom line. Unfortunately, bad hires do happen for not doing an Pre-employment screening.

In the best-case scenario, you quickly realize your mistake and the person continues walking without suffering major damage. In the worst-case situation, they fail to accomplish the assignment, lower employee morale, or cause other significant problems for your company. In any event, you’ll have to cope with a difficult situation and go through the lengthy process of rehiring for the job. This is the reason why a pre-employment check is necessary. 

The Pre-employment screening process ensures that a candidate meets the educational and professional requirements for the post. A hiring manager can also do the pre-employment verification that the information provided is accurate and that the candidate is compatible with the company’s culture.

Employment history checks are a crucial aspect of putting up a team of workers.A background check might take anything from two days to several weeks to complete. Background checks that are completed more quickly do not necessarily give accurate and complete information. 

Functions of Pre-Employment background check

1. One of the main functions of Pre-employment screening is usually self-evident. Creating and maintaining a background check program for your firm has various advantages.

2. Background checks show a candidate’s criminal history, which helps to avoid workplace violence and theft.

3. “Negligent retention,” which arises when an employee asserts that their employer failed to terminate or remove another employee who has caused damage in the workplace, is one of the most severe liabilities. This happens when a pre-employment background check is not done properly.

4. In some industries and businesses, certain vocations, such as those handling money or large budgets, and armed security responsibilities, are called high-trust positions. For this reason employment history check is very important.

5. Because background checks are not required by law, it is vital to design and convey a pre-employment screening policy to all candidates.

How to do the Pre- Employment screening for the employees: Process

1. Identity Verification: The employee’s entire name, SSN, birth date, known aliases, and previous residences are all checked as part of the pre-employment verification procedure. A complete search of persons with the same SSN is also undertaken to avoid fraud.

2. Service Verification: Verify an applicant’s current and/or previous employer information, such as title held, reason for leave, and any other information provided by the applicant and/or employer. This report should be included in every pre-employment background check.

3. Licence verification: Through the E-checking process now the screening process has become easier. Ensure that all licences and certificates required by the industry are up to date. In this process and every other process SunBD can help you with all the necessary information.

4. Criminal background check: A simple approach may include federal criminal searches, one statewide criminal search, a Social Security number trace, and a sex offender database check. More comprehensive procedures may include statewide searches, school and Pre-employment screening, motor vehicle record checks, credit history checks, and drug testing.

5. Third Party or agent: A company or an organisation can hire an agent to do the process of employment screening before hiring.

Points to be Noted

1. Roughly 53% of job applicants provide false information on their applications or during the interview process, background checks ensure you’re getting the truth from potential new hires. So employment history check is a must.

2. Without a well-reviewed corporate policy for performing background checks, you should not launch this program.

To Sum-up, 

IT, legal, and HR departments must work together in the present reality of screening job applications based on social networking information. Because they are at the core of the recruitment and selection process, HR departments in particular need to focus more on this current problem to avoid any difficulties or litigation. 

A good knowledge is necessary to function the process of Pre-employment screening or pre-employment screening. Our website SunBD can help you to gather knowledge about this issue and can guide you throughout the process.

FAQ

1. How long does the pre-employment screening process usually take?
The duration can vary significantly depending on the type and number of checks being conducted, and the organizations involved. Generally, it might take anywhere from a few days to a few weeks.

2. Will I need to provide consent for a pre-employment screening process?
Yes, in most jurisdictions, employers are required to obtain written consent from a candidate before initiating certain types of pre-employment checks, such as background checks.

3. What happens if something negative comes up in my pre-employment screening?
If something potentially problematic is found during the screening process, typically the employer would give you an opportunity to explain. Depending on the nature of the findings and the job, it may or may not affect your candidacy.