Background Employment Screening Brings Out The Best During The Hiring Process

Hiring personnel have a tough job; they are tasked with selecting future employees that will add value to a company and help achieve its mission, vision, and values. Plus, they have to do it without ever seeing how these candidates actually perform in their jobs. A pre employment screen is the best tool that hiring managers have in order to evaluate applicants so as to make the best hiring decision.
Overall, background employment screening is more involved than simply verifying credentials and checking references. This process allows human resources representatives to learn about a candidate from third person sources and build a complete picture of an applicant including both their personal and professional qualifications. The background employment screening process also mitigates risk for a company by finding the right hire the first time and limiting legal liability.
Finding Qualifications That Drive Business
Checking on a candidate's qualifications and credentials during a pre employment screen serves many purposes for hiring managers. Some credentials prove that a person is trustworthy and knowledgeable in their field, such as a certified accountant; can be trusted to handle sensitive company information. Other times, they provide the theoretical and practical framework for the technical work that many professionals provide.
More importantly, checking credentials also shows due diligence on the part of a hiring company. For example, civil engineers have to be licensed as a Professional Engineer, or PE, to work on public projects like roads, bridges, or buildings. This fact also applies in-house; truly qualified applicants will not put fellow workers and colleagues at risk through negligent actions on the job.
Think of checking credentials during background employment screening as a way to find the candidate that is best able to add value to one's company.
Seeing The Whole Picture
Traditional methods for evaluating applicants rely on resumes and interviews. Yet, these are first person sources, meaning that a person is describing themselves. Even references and recommendations are carefully selected by potential hires. The best way to really see the whole picture when it comes to the hiring process is to use third person, impartial references and background employment screening methods.
Employers can learn many aspects of a candidate's personality through a comprehensive pre employment screen. For example, a check on driving records would be necessary if a position required driving company vehicles, but it also provides good evidence on the applicant's personality. Speeding tickets might be a sign of running late to appointments or carelessness, whereas a good driving record shows responsibility and attention to details. Credit reports would be useful when hiring financial professionals and a criminal background check should be run on employees that work with customers, especially children or the elderly.
Legal Liability
Due diligence during the hiring process also limits a company's legal liability. Healthcare and education professionals are required by law to be vetted according to their criminal history. These requirements also extend to employees that work with the country's infrastructure, shipping, and border control. Recent cases have held companies liable if they do not do their homework, not to mention the damage done to a company from bad hiring decisions.
In the end, background employment screening gives hiring personnel the tools to hire candidates that will add value to their company.

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