Question Answered About Pre-Employment Screening

Heart Pounding, Brain Racing, Pre-Employment Screening.

This is not unusual for applicants when they were asked by employers that they will conduct pre-employment screening on them even though they had the interview process. Understanding the reason and the scope of pre-employment screening should put every applicant's mind to rest. These are some questions about pre-employment screening and the answers to ease the minds of the entire pool of applicants looking for jobs.

What Do Companies Look For In The Pre-Employment Screening Results?

Employers check our background to see if the applicant and their résumé don’t have any kind of red flags, which is one of the reassessment and why applicants should always be truthful and correct in their résumé.

They will also look for the criminal records of the severe problems that an applicant might have. Employers are always trying to protect their company and themselves from liars, thieves, anger problems, drugs and alcohol abusers, which are unstable in one way of the other who will repeat and bluntly bend the rules.

The pre - employment screening includes a 10-year criminal history check that shows in an applicant has ever been convicted of misdemeanor charges or any kind of felony. Driving records, Social Security and Credit history will also show up in the check. Driving records, Social Security and Credit history will also show up in the check. Employment, education and references checked by most employers during the pre-employment screening

Potential Risks for Employers and Criminal Background Checks

Today, hiring has never been more difficult. Traditional background checks such as pre-employment screening, criminal record searches have come under increasing analysis by federal and state legislators. Many states have recently created and added laws that limit the use and practice of criminal records to protect the applicants and their privacy and prevent future discrimination in the hiring process. The result will not only be a patchwork of different laws that can trap employers but also a loss of a very valuable tool that became a necessary part of the hiring process.

The Decision

The Equal Employment Opportunity Commission issued an updated version of enforcement guidance in considering arrests and conviction criminal records in employment which is also called Title VII: The Guidance, which took effect immediately. The guidance shows the employers’ and their reliance on conviction and arrest criminal records which have a great impact on people with different national origin or race and significant changes in sectors that are important to a lot of employers. The major voters agreed on securing employer-friendly concessions.

The Concerns in Title VII

The guidance will crack down on the misuse of conviction and arrest records which is a part of EEOC’s effort and it is due to the growing impact in incarceration and arrest rates for African-American and Hispanics to whites. The guidance will note that minorities arrested at least two or three times at the rate, which is a great proportion of the general population. The EEOC is concluding the national data which supports finding criminal records exclusions have a great impact when it is on the value of national origin and race, which is why the EEOC relies on these kinds of disparities.

Ethics in Using the Internet as a Part of Pre-Employment Screening

A trend growing inside the business world and market place today, to use search engines and social media networking sites as a part of pre-employment screening program, Employers are always the ones who are responsible for the actions and incidents that their employees may make and they want to know information about them as much as possible before investing money, time and training required to merge them into their respective companies.

Nearly half of the resumes submitted to employers contain factual errors, so it is understandable why employers conduct pre-employment screening as a side of caution. And employment fraud and theft cost retail business billions of dollars every year and companies spend 2 million dollars every year from workplace violence incidents. Negligent hiring lawsuits are rising against companies and employers when their employees commit workplace violence, which increased the necessity for employers to conduct pre-employment screening on potential employees and some of the companies have gone to the conclusion to go to the internet to find all the information available of their applicants. But even if it is important for companies and employer to know the people they are about to hire, it is very unethical to depend on information just sitting on the internet as a part of pre-employment screening when deciding which applicant to hire.

Effectiveness of Pre-Employment Screening

Being side tracked by employment and employee problems like violence, theft and harassment in the workplace cannot be given solution by companies especially in today’s economic competitive environment. Pre-employment screening critically increased the employment processes of the employers as a risk-management tool to avoid having avid problems in hiring employees in the first place.

Companies are cost-conscious at the same time. Even though a lot of obvious benefits when an employer conducts a pre-employment screening for their company, expecting human resources professionals and security by their management to find and produce more results with a small resource.

Human resources and security professionals are facing a big challenge when they have to find ways to start a very effective and cost-effective pre-employment screening program. To find a way to start a cost-effective pre-employment screening program, a kind of program has four goals.

A Risk Solution: Pre-Employment Screening

This will offer information about the available options for employers looking and investigating the potential employees and their backgrounds also known as pre-employment screening and its limitation imposed by state and federal laws. A thorough and careful investigation into the background of a potential employee is essential to the well-being of the company and may limit the consequences financially to a company from negligent hiring.

Negligent Hiring
The basis for recovery against employers who use their positions for criminal and wrongful actions of employees against third parties called Negligent Hiring, whether or not those actions performed inside or outside the scope of employment. The requirements satisfy this sort, when employees being hired without any kind of pre-employment screening and these investigations would have indicated that the potential employees were at risk.
An employer’s negligence in retaining a potential employee is known dangerous in the workplace, fellow employees, customers and others which is a law that makes employers liable for the risk of safety. Pre-employment screenings is necessary for hiring the best background check company available for the success of a company, and help protect against retention lawsuits and negligent hiring. The doctrine about retention and negligent hiring are courts increasingly upholding, they are making sure that employers should make every effort and make sure that the pre-employment screening and the hiring process are properly reasoned and a useful exercise.

An Employer’s Guide to Pre-Employment Screening

Conducting pre-employment screening on applicants is a very important part on the hiring process. This guide will offer employers advice on conducting pre-employment screening in a way that will support their company’s important goals.

Careless approaches to pre-employment screening wrong applicants, with damages in terms of low morale and costs as a result and the employer and his or her reputation because of legal challenges.

There are many reasons why guidance is good for practice in conducting pre-employment screening is necessary:

• The employer adopts legal and ethical practices and gain increased public recognition needed.
• Social media as a part of the pre-employment screening during the hiring process, but it is not yet clear what the legal implications of this practice might have.
• Employers shift towards outsourcing, hiring background check companies to conduct pre-employment screening.
• And lastly, previous employers are not great references since they are reluctant to make any negative comments for legal challenge purposes.

The guide draws on topics with employers, employment lawyers and HR professionals who have extensive knowledge and experience in advising and conducting pre-employment screening.

There are core principles that need research for the employer’s aims which are a relevant guidance for all the sectors in conducting pre-employment screening:

• To protect the company, clients and customers.
• Make sure to have compliance and non-discrimination with the data protection law.
• Be fair to all applicants.
• Do not rely on opinions but facts.
• Validate every information that will be useful for hiring.
• And lastly, be open and transparent to applicants about the pre-employment screening process.

Choosing Background Check Companies

These days, when you read publications about management or human resources, it is impossible not to see articles about the “war on talent”. The management for talent has become the ideal mantra in creating competitive advantage for companies of all kinds in our economic marketplace.

The focus employers have one tablet every time they hire new applicants, especially for management, technical and high valued jobs; many important things riding on the hiring decisions of the employer. There is a lot of success for companies that hire good employees, but hiring bad employees may cost companies a lot more than status or money.

Bad Hires Cost Companies

Companies who have reports of making bad hires lost tens of thousands of dollars in their financial cost, 29 percent of German employers have reported that they lost at least 80,000 dollars due to hiring mistakes. Making bad hires can have several consequences across a company; the costs are high when you add strained clients and employee relation, missed opportunities of sales, legal issues and resources for hiring and training new applicants.

There are reports that employers have insufficient information that contributed to the employer’s bad hiring decisions and failure to check an applicant’s references which is one-third of the problem, lacking in information on applicants and their background and experiences.

Background Check Companies

Background check companies and their pre-employment screening serves as a critical role in finding information that the employers need to make a good hire. The pre-employment screening includes background checks. Background checks provide information that can help employers make the right hiring decisions, but if done poorly, it will have a negative Impact to their company.

What Is Pre-Employment Screening?

Foundation of a good security is Pre-Employment Screening. It looks everywhere to verify information of those you are screening to check that they meet your requirements of employments and if they are legally permitted to take up employment offers.

Pre-employment screening is also used to confirm the potential employee’s information and verify their skills, employment and educational history. Concerns also rise when it is about the applicant's integrity like, involvement in any illegal activities, documents that are not genuine, gaps in previous employment, unsubstantiated claims on their application forms, adverse references, and the evasiveness of the applicant to give any information.

Other part of the hiring process can give opportunities to use pre-employment screening. Your opinion will form when you interview the applicant.

Applicant’s Social Media Networks

The use of the social media is widespread routine and is still growing which is also the case for employment reasons. A lot of employers are reviewing the social media profiles of the applicants as a part of the hiring process. A number of challenges will come up when employers use social media for pre-employment screening information. Employers should consider some simple principle, if they will conduct social media checks of applicants.

Migrant Workers

Employers will have a civil penalty if they use migrant workers who have no entitlement to work in a certain country. Employers should be aware of the point based system for people coming to work from outside the European Economic area. Employees must pass a test under the point-based system points give rewards on ability to speak English, salary and experience.