What are the basics of pre employment screening?

In very basic terms, a pre employment screening is a procedure conducted by a verified screening service to turn up any information in a job candidate’s background in order to help you make a more informed decision during the hiring process. When you have information about what’s happened in a candidate’s past, you’ll be better able to evaluate whether or not they’re right for the job you need to fill.

What types of things show up on a pre employment screening?

There are a wide variety of different pieces of information you may get as part of a background check. For example, many background checks include information like the following:

• Alternate names or aliases

• Professional history

• Education history

• Inclusion on sex offender lists

• International, federal, state and county records

• Driving records

• Social media

• Credit reports

Plus, you can tailor pre employment screenings to include the information you need to know – and nothing else. That way, you can help avoid the risk of a lawsuit by finding out potentially classified information. Of course, you’ll want to work with a responsive screening service to ensure that they can meet any special requests you may have.

What can I do with the information I receive from a screening service?

Conducting a pre employment screening can be valuable in many ways. Not only can it help you turn up any discrepancies that might have been added to or omitted from a resume, you may also be able to find out other information that could affect your decision. For example, if you’re hiring a driver, you’ll want to know if they have a history of traffic violations. Likewise, you wouldn’t hire somebody with a history of fraud to be your accountant. A background check is often the only way you might have of determining the history and legitimacy of your job candidates.

Essentially, your choice to conduct a pre employment screening is all about risk mitigation. Yes, the job candidates you’re considering could be perfectly honest about their background and professional history – but what about those who aren’t? 30% of employers have found faked references on resumes and 53% of resumes contain falsifications … what else might these candidates be faking? Make sure you find out, if you’re in charge of hiring. A screening service could be all that stands between you and a potentially fraudulent new employee. Contact us!

The post Employer FAQs: What Is Pre-Employment Screening? appeared first on JDP.

1. Give your candidate a potential salary range.

Rather than dancing around the subject, consider letting your job candidates know what the range for the position is. No matter which side of the interview you’re on, you’ve likely experienced this “negotiation” – the candidate wants to know how much the position is offering and the employer doesn’t want to tell them, preferring to see a detailed salary history first. Of course, this doesn’t benefit either party. Employers may wind up loving a candidate who won’t accept the salary. Tailoring a salary range to a specific position, then giving out that information, can help both parties feel at ease.

2. Make background screening checks as simple as possible.

Yes, you’ll need to get some detailed information from your job candidates in order to screen them. But make sure you clarify exactly what is pre employment screening and why you’re gathering the information. Use a simple form to get the information you need – and leave the rest in the hands of a professional screening service. No need to worry your job candidates with millions of questions, saving you both time and frustration.

3. Make your description simpler – and more accurate.

Creating simpler job descriptions sounds like an obvious piece of advice, but you should do it for a less-obvious reason. Instead of asking about traits that the ideal candidate would possess, consider providing tasks they’ll be expected to accomplish. If you avoid the ultra-jargon-laden job descriptions and just make it about the work, chances are, you’ll find that only qualified people will apply. After all, most people won’t apply for an accounting job if they’re unable to open Quickbooks. Plus, you can find out about traits in an interview more easily than you’d be able to see it on a piece of paper.

4. Don’t neglect social.

While people following you on social media are likely to be fans, one or more of these fans just may possess the skills you’re looking for. If you’re able to, consider posting your job listing on Facebook, Twitter or any other profiles you manage. This could give you plenty of candidates who are already excited and passionate about your company. Don’t discount this great method of finding new options for job candidates.

Running a job search isn’t easy – for you or your candidates. However, you do have a few ways you might be able to make the hiring process simpler for everyone involved. Consider implementing one (or more!) of these tips during your next job search.

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