PRE-EMPLOYMENT SCREENING: AN ESSENTIAL STEP

Human capital is one of the most important assets of a business. Pre-employment screening of employees is critical and beneficial for a company. Companies should conduct pre-employment screening at all levels including temporary staff and senior management.

Pre-employment screening is commonly used to verify the accuracy of an applicant’s claims.

A Pre-employment screening generally takes place when someone applies for a job, but can also happen at any time the employer deems required. For example, an employer may require semi-annual or annual medical tests or criminal background checks for their employees to help create a safe and secure workplace.

Pre- Employment screening can include, but is not limited to:

  • Education,
  • Drug screening,
  • Driving record,
  • Medical record,
  • Use of social media,
  • Work history,
  • Criminal record,
  • Drug screening, and
  • Credit history.

 

“Nothing matters more than in winning than getting the right people on the field.”

                                                                                                                                                                              – Jace welch

The purpose of Pre-employment screening is to provide helpful information about a person’s history to assess whether they may pose a threat to others or is generally trustworthy—or not.

And while a person’s past actions do not necessarily predict their future actions, Pre-employment screening is increasingly common and is meant to help create more trust and safety in society and the workplace.

Why should Companies conduct Pre-Employment Screening?

  • Create a safer workplace
  • To find the right candidate
  • Build a Culture of trust and safety
  • Lower risks of negligent hiring lawsuits
  • Protect your people, brand and profits

At MRKS India, we primarily focus on five essential checks of employees to avoid trouble later:

Document verification: Verify the educational, professional, and experience certificates of the employee. And also verify if the employee has submitted any other specific licenses, registrations, or certificates.

Reference verification: Check the authenticity of references from the previous employers provided by the employee.

Check on any legal charges: Verify if there have been any charges against the employee in a police station or any court of law.

Social media profiling: Verify if the employee has other conflicting orientation in his social media profiles.

Remuneration check: Verify the last remuneration of the employee and also check the financial health of the employee.

These essential checks will form the basis of your employee onboarding process. The process is flexible and you can evolve the process per the requirements.

Unfortunately, bad hires happen. The best-case scenario is you quickly realize your mistake and the person moves on before they might do any real harm. The worst cases are they fail to perform, lower workplace morale, or cause other serious problems to your company. In both the case, you will have to resolve a difficult situation and go through all the effort of rehiring.

‘Key to the growth of a company is hiring the right character.’

You can lower the chances of making a bad hire by conducting Pre-Employment screening before you make job offers to candidates. It will reveal any details the person may have hid or been dishonest about during the interview process so your company only invests in trustworthy people.

 

 

 

 

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