Pre-Employment Background Screening Explained

In today’s competitive business world, corporate entities simply cannot afford to lose focus due to employee issues such as theft, workplace violence, harassment, embezzlement, injury claims, and other similar matters.

Because of the need, a vast majority of employers out there have incorporated pre-employment background screening in their risk management plans. It was done to avoid wrong employees in the first place.

Also, many companies have become more conscious with regard to their monetary resources and they want to make sure that the money that they spend to pay their employees does not go to waste.

Many business entities view pre-employment background screening as a procedure that starts right after an applicant has passed the initial interview and his/her name is submitted to the human resource department for background reports.

Outsource or Internal?

The employer can decide whether the background screening will be outsourced or will be performed internally. In general, a background screening program focuses on criminal records and other important personal details. It basically has four goals.

  1. The background screening procedure shows that a particular employer practices diligence in the hiring stage. Simply put, he/she performs logical steps to make sure that an applicant is perfect for the job. Such precautionary measure can effectively protect an employer or a company from negligent hiring.
  2. The said procedure obtains facts about the applicant to supplement the information that are obtained from the initial interview. It is an essential tool when it comes to determining the accuracy of an applicant’s resume.
  3. The background screening program somewhat restrains applicants that have something to conceal. Those who have serious criminal backgrounds are more likely to apply to firms that do not utilize pre-employment background checks than those who do.
  4. Last but not the least; the said program encourages applicants to be very straightforward and honest in the interview process. Due to the fact that applicants know that there would be background screening procedures after the interview, they would be more willing to reveal any information about themselves.

Conclusion

An effective as well as an efficient background screening strategy is more than just checking out criminal records after the initial interview—it demands—immense company commitment.

Therefore, human resource managers, recruiters, and even interviewers should bear in mind that safe and foolproof hiring procedures are essential parts of company success. They should not be neglected no matter what happens because each and every one plays important responsibilities with regards to it.

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