As an organizational leader involved in the recruitment process through which new members gain entry into your organization, you may just be gaining awareness of the requirement to conduct some type of employment background screening, as a component of your recruitment process.
You could just have learned what proportion of trouble a properly disbursed employment criminal background checks for employment can save a company. therein regard, you’ll have heard something about how such a correct employment background screening process can prevent from workplace crime, where poorly recruited employees rotate and participate in crime against their employers. you’ll even have heard about how proper employee background screening can prevent from cases where employees go berserk at the workplace, and begin committing acts of violence against their colleagues and themselves. And you may have heard how proper employment background screening can prevent the activities of corporate saboteurs.
Having heard about all that, you may end up inquisitive about implementing such a pre-employment background screening process in your organization. And just before doing so, you may find information on the foremost important elements that get in the making of a correct pre-employment background screening process handy. it’s those, then, that we proceed to explore.
The first important element of employment background screening is the record check. the difficulty and large amounts of cash a correct pre-employment listing check can save a company are simply unimaginable. the foremost important thing here is to confirm that you just act on the results of the check. There are cases where a corporation conducts a list check on a really attractive employment prospect, unearths some rather unsavory things – yet goes on to use the person thanks to his or her ‘attractiveness;’ the results of the record check notwithstanding. This beats the aim of visiting the entire trouble of conducting a listing check if you’re not willing to let its results influence your employment decisions.
The second important element of employment background screening is that the employment history check. The potential employee will, of course, have presented you with their employment record through their resume or resume. But you would like to countercheck this independently if you’re to form any meaningful decisions to support it. What you would like to determine here isn’t just which organizations the person in question worked with and in what capacities, but also why they left their previous employers. it’s a sensitive area to be walking in, but you’ve got no alternative but to try and do it if you’re to form meaningful employment decisions.
The third important element of employment background screening is that the educational history check. Again, the potential employee will have presented you with a listing of educational institutions attended and achievements attained there. What you would like to test out though, are their records about things like conduct. you will not find anyone with an untainted educational history obviously, but there are some things – like violent tendencies during the schooling years – that you just simply can’t ignore.
