Pre-employment Background Screening
Most Significant Criteria Used As Part of the Background Screening Process
Employers face various challenges in the human resource division when it comes to sourcing for the right people to employ. Recruiting the right personnel for a job is one critical challenge and a task that has become quite difficult within the global workforce. Bosses can no longer rely solely on interviews of a potential candidate in making a sound employment decision. Pre-employment screening refers to the process that enables employers in verifying information such as performance, prior occupation history, and education.
Besides, the screening procedure reveals crucial information about an applicant’s previous conduct which aids in assessing potential risk posed by the candidate (William, 05). Such behaviors can include credit history, substance abuse, criminal convictions among others. So it is imperative to conduct a comprehensive background check before hiring.
Education verification is one of the most crucial criteria when it comes to pre-employment background screening. Being educated is a paramount requirement even in the most basic job. Now and then people are exposed lying about their educational credentials. It is essential to verify employees’ educational qualifications and validity to ensure that you get the right people for the job. The quality of services and products provided are dependent on the workforce you hire to work for you (William, 19). This can help in building a firm’s reputation or resulting to its crumble.
Education verification checks help to provide information such as the year of attendance, institution attended, degree, major, honors received among other vital data. I recommend that verification of academic qualification is a smart approach towards hiring an individual as it helps depict if one is competent enough to take on the job. I prefer this criterion since education has been the most commonly used fraud strategy to land jobs.
Post-employment verification is another fundamental criterion to consider in the background screening process. It is vital to confirm a candidate’s past work experience as a potential employee may tend to falsify his or her information to land the job. This is a strategy that can help to reveal insight into an applicant’s loyalty to the work and the employer and their stability in the workplace (William, 20).
These verifications can include: titles previously held, salary, duties assigned, end and start dates of the previous jobs and the reason for the termination and eligibility for rehiring. This helps to identify and clarify any gaps in a potential applicant’s employment history. Some may falsify the information to get higher pay and promotions. This criterion also helps in the provision of a valued background about a potential worker’s integrity, habits and attitudes.
Insignificant Criteria Used As Part of the Background Screening Process
Social media profiling has also been adopted as a criterion in the background screening procedure. In this age of social media, managers have taken to conducting background checks on potential and current employees by browsing online through their social media accounts in search of red flags (William, 10). This has become popular in the recent years, but the main question is whether this check is a smart tactic for firms.
I am a firm believer of hiring professionalism and quality, but this is just risky as there are legality concerns such as digital privacy. This is also seen as a waste of time and can be challenging to access information since some people do not use their real names or have made their accounts private.
Some firms tend to consider the applicant’s family health history. This is usually undertaken to assess the likelihood of the potential employee developing a disease that will lead to incapacitation of the employee which might lead to additional costs to the firm such as insurance cover (William, 25). From my perspective, this is not a much significant procedure since there might be a condition that runs in the family but it is not present in the applicant. I do not recommend this criterion since this might reduce a competent candidate’s eligibility for hiring due to the extenuating condition regarding the health of the family.
William Stoughton. Practical Implications of Pre-Employment Investigations. Pre-Employment Background Investigations for Public Safety Professionals, 2012, pp. 1-30.