In today’s competitive economic environment, companies cannot afford to be sidetracked by employee problems such as dishonesty, theft, false CVs, fraud or harassment. Employers have increasingly turned to pre-employment screening as a critical risk-management tool to try and avoid hiring problem employees in the first place.
Statistics obtained from recruitment market research showed:
4% of all checks have criminal records
22% have some financial record
12% had false qualifications
The financial cost to businesses arising from theft, violence, and false credentials can be enormous.
There are other costs that are hard to measure, such as the negative effects on employee morale or the company reputation.
Given the enormous price tag of a bad hiring decision, it is no surprise that employers of all sizes are turning to various tools to boost the effectiveness of their hiring process.
Ultimately, none of these tools has proven effective in weeding out bad candidates, unless used in conjunction with a program of pre-employment background screening to obtain hard facts about a candidate.
Why Conduct Pre-Employment Background Screening
Conducting background screening can discourage applicants with something to hide. A person with a criminal record or false CV will simply apply to a company that does not pre-screen it’s candidates.
It reduces uncertainty in the hiring process. Although using instinct in the hiring process can be important, basing a decision on hard information is even better.
Pre-Employment Screening demonstrates that an employer has exercised due diligence which goes a long way in providing a great deal of legal protection in the event of a lawsuit.
It also encourages applicants to be especially forthcoming in their interviews.
Checking criminal records is a good example of a pre-screening process that helps promote safe hiring. It is estimated that 10% of job applicants have criminal conviction records relevant to the hiring process; without a screening program, it is a near-statistical certainty that a company is going to hire someone with a criminal record.
Another important tool is CV verification. Job applicants often use their CVs as a marketing tool, but the hiring company can find itself in trouble when CVs exceed the bounds of honesty. It is important to note that today’s job market has become very competitive.
Because of this, individuals are more inclined to embellish or hide certain aspects of their histories. They do this to appear as more attractive candidates to recruiters. Granted that some of these actions are fairly obvious to the trained recruiter, not all will be easy to spot until a professional background check is conducted”
A professional check can verify whether an applicant has the degrees or qualifications claimed. Even if a past employer will not give details about job performance, just verifying the job dates and job title is crucially important. One of the most critical parts of the hiring process is to look for unexplained gaps in employment.
Other tools can include financial background checks (when relevant to the job), ID verification and driver’s licence verification.
Common recruitment concerns:
Even with all of the advantages of a screening program, many employers still have questions and concerns about implementing background checks.
Is it legal? Employers have an absolute right to conduct lawful pre-employment screening in order to hire the best-qualified candidates. Under that law, the employer first obtains the applicant’s written consent to be screened.
Is it cost-effective? A pre-employment screening will typically cost less than the cost of a new employee on his or her first day on the job. That’s pocket change compared to the damage one bad hire can cause
Does it discourage good applicants? Employers who engage in screening do not find that good applicants are deterred. Job applicants have a desire to work with qualified and safe co-workers in a profitable environment. A good candidate understands that background screening is a sound business practice that helps a company’s bottom line and is not an invasion of privacy or an intrusion.
A Full List Of The Checks That Spectrum’s Employment Screening Provides Is Set Out Below:
♦ Identity Checks
♦ Financial checks
♦ Education Checks
♦ Employment Checks
♦ Criminal Record Checks
♦ Social Media Checks
♦ Global Sanctions
♦ Residential Checks
♦ Reference Checks
Click here to learn more about our efficient screening services