PRE-EMPLOYMENT SCREENING

Pre-Employment Screening

Pre-Employment Screening

Introduction

Pre-Employment Screening

It is important to know the people coming to work in your company and be assured that it has hired the right person for the position. This depends on a proper selection process that measures the professional profile of the worker and his fitness for office. Hire a person without knowing their personal and working past could create risks ranging from poor performance to more serious problems such as industrial espionage (Meinert, 2011).

A pre-employment basic research to verify the information provided by applicants in their application for employment, which includes Reference check, Background Checks,

Resume Verification etc.

Types of Pre-Employment Screening

Reference check

Among the various assessment methods available to hiring managers, checking references is one of the sources of information more effective and useful on previous achievements and performance of an applicant. The process of checking references based on the principle of the constancy of behavior, that is to say that the best predictor of future behavior, such as job performance is past behavior (Calvasina.et.al, 2008).

Executive search firms often conduct reference checks, collecting information about the candidate's reputation in the job, their competency and what their peers, bosses and subordinates think of them. References or people who have been supplied as sources of references by candidates can also be invaluable in the process of questioning. However, one should not be surprised when references of the candidate provide positive feedback; the references have likely been chosen because the candidate believes that this is what will happen(Winn, 2003).

The fear of defamation and privacy lawsuits causes many former employers (often listed as references by the candidate) to be reluctant to reveal information other than the date of employment and title, which frustrates efforts of companies trying to get a candid assessment of a potential candidate. To circumvent this, some search firms are willing to grant confidentiality to a previous employer who requests to speak off-the-record. While this confidentiality may, in fact, be granted, many former employers are not willing to take the risk and will default to the most basic employment information (Johnson.et.al, 1995).

Background Checks

Now, the more commonly used approach is the background check, some form or other of which is used in 96 percent of all organizations. Given an increased number of companies are now conducting background checks on potential employees, applicants' lies are more likely to be detected .Background checks can help employers avoid negligent hiring lawsuits, wrongful termination lawsuits, ...