It goes without saying that employers need to pay attention to details when it comes to their applicants. As much as a candidate prepares and gets to know the company they’re applying at, employer’s need to learn as much as they can about prospective employees, and for all the right reasons.
Here’s a fact: “knowing” whether an applicant is a probable match to the company’s need doesn’t start with the job interview. It is protocol for companies to employ certain procedures to ensure that they will be interviewing the right applicant. Apparently, they create a shortlist of candidates who have been pre-selected through an assessment process.
Companies usually conduct pre screening for a job to verify a candidate’s information. Essentially, this process helps narrow down their pool of applicants. Consequently, this phase makes certain that one of the candidates being interviewed will become the new hire.
Here are 6 common screening techniques most employers use to pre-determine potential candidates who will make it to the next step:
Criminal History Screening
Businesses comply with the rules of and seek assistance from the Federal Bureau of Investigation and State Identification Agencies in conducting criminal background check of candidates.
Drug Testing
Conducted in compliance with state law, drug testing is a common way of background checking. Its purpose is to ensure that candidates are trustworthy, non-violent, and productive.
Credit History
A candidate’s credit status helps a company determine previous and existing financial problems that may affect their employment. Credit History investigations are regulated by the Fair Credit Reporting Act or FCRA and conducted with the applicant’s consent.
Sex Offender Registry Screening
Employers check state and federal registries to see if their candidate checks out. Needless to say, this is a smart step to ensure endangerment within the workplace and avoid damaging the company’s reputation.
Employment Verification
The accuracy (or otherwise) of the details in an applicant’s documents is determined through Employment Verification. While they are entitled to refuse to release sensitive information, previous employers are often asked to verify the position, salary, and other details claimed by the applicant.
Education Verification
Because not all applicants are completely honest about their educational background, employers seek verification of the degree earned and overall academic performance of a candidate. In compliance with the Family Right to Privacy Act, candidates are asked to allow their schools to release the information asked.
Employers protect their image and reputation at all times while ensuring the safety of their workplace. All these can be achieved by hiring honest and trustworthy individuals who will represent the business and be likely to spend a considerable amount of time with the company.