04/ 13/ 2006
by Jeffrey Moses
Pre-employment screening is becoming almost a necessity in today’s business environment. Studies conclusively show that putting a little extra effort and expense toward screening employees can effectively increase overall productivity as well as reduce theft, drug use, absenteeism and employee turnover. This can translate into big savings in the short-term and company stability and profitability in the long-term.
The Internet has made the cost of pre-employment screening extremely reasonable during the past few years. For most small companies, hiring a firm that specializes in employee screening is more cost-effective and produces better results. Screenings usually can be completed in 48 hours or less and can be surprisingly comprehensive. Firms specializing in screening can give advice on how to save money by determining the level of screening for applicants to specific positions.
Aspects you should screen during the review process include:
1. Credit history. Industry experts usually agree that a review of credit history can help determine the trustworthiness of an applicant. Individuals with poor credit history are more likely to commit theft. If the position applied for does not involve the handling of funds, however, not hiring based on credit history may be viewed as discriminatory. Consult with your attorney on this matter.
2. Criminal record. Comprehensive screening for convictions on the federal and local levels can be difficult, so you should base the level of screening on the applicant’s eventual responsibility in the company.
3. Job history. Since this normally cannot be accomplished via the Internet, you should place calls to previous employers named in an applicant’s resume and prepare a pre-determined list of questions for former employers. You may also want to investigate gaps in employment.
4. Educational background. You should contact all named educational institutions.
5. Contacting of references provided. You should speak with or contact all references in writing.
6. Social security number
7. Driving record (when hiring drivers or delivery personnel)
Document all pre-screening results for an applicant––and apply the same standards to all those applying for similar positions.
When instituting a policy of pre-employment screening, a company should announce to all applicants that it will use screening during hiring. As a result, many applicants with criminal histories or falsified information will simply not bother to apply. This saves the company time and expense throughout the hiring process.
