BACKGROUND CHECKS AND PRE-EMPLOYMENT SCREENING

Background checks and pre-employment screening

Abstract

It becomes a fundamental problem facing employers as how to identify the efforts of employees. Most models suggest that employers meet this challenge by monitoring employees carefully to prevent evasion. But there is another option that relies on heterogeneity across employees, and it's on-screen job candidates to find workers with a strong work ethic who require less supervision. This should be especially useful in systems where monitoring by leaders is more difficult, such as teamwork system. We analyze the relationship between the screening and monitoring in the framework of "principal-agent and testing the theoretical results using a national sample of U.S. institutions, which includes information on employee choice. We believe that employers screen applicants more intensively for work ethic where they are widespread use of systems such as teamwork, where monitoring is more difficult. This survey is also associated with higher wages, as predicted by theory: the interaction between the reduced costs of monitoring and performance work systems enables the firm to pay higher wages to attract and retain such workers. Screening for other attributes, such as work experience and academic performance, no results.



Background checks and pre-employment screening

Introduction

Background checks that come with many options, besides the federal and state mandates, employers have their own options. They may choose to screen all applicants, some applicants, or no applicants, and they can choose to go with the bare-bones screening, screening-level intermediate, or advanced screening. But before making any choice, the employer should weigh the potential risks. In the simplest sense, the employer may ask, "What risks do I face if I did not screen this type of applicants" For a person applying for a job in accounts department can accept, the risk may be embezzlement, for a person applying for a job as a cashier, the risk may be stealing from the register, for a person applying for a job that involves stress and close to others, the risk may be violence , and for a person applying for a job as a heavy equipment operator, the risk will be serious accidents. Every risk has its own parameters and not all risks should be measured in dollars. The employer has to consider the loss of talent, loss of morale, and loss of reputation.

Employers should first develop a pre-employment screening policy that ensures compliance with the FCRA and other applicable laws such as the Americans with Disabilities Act (ADA) and regulations established by the Equal Employment Opportunity Commission (EEOC). The policy may call for a narrow, limited program, such as screening of applicants for a single type of job, or a comprehensive screening program for all or most of all applicants. Some work will standout as critical. For example, a work place an employee in close contact with children is a critical job. Background screening program for a work of this type would include the ruling out that the applicant is using a false name, making searching and comprehensive review of criminal records, ...