Your pre-employment screening process enables you to accurately verify the information supplied by candidates on their resumes and job applications. A robust process also allows you to:

  • Uncover any character flaws or criminal tendencies that would jeopardize a hire.
  • Determine whether an individual can be trusted to protect sensitive or confidential information or manage financial resources.

Take note of these best practices when it comes to pre-employment screening:

  1. Follow the laws.

Ensure your company policies, programs, practices and procedures for hiring are in accord with all local, state and federal laws. This includes Equal Employment Opportunity (EEO) and the Fair Credit Reporting Act (FCRA).

  • Standardize your documents. Develop employment applications and all other forms and documents in accordance with these laws.

  1. Be consistent in your interview process.

Design and implement a standard interview process for all candidates. Include both company-wide and job-position standards.

  • Make sure interviewers are aware of all applicable laws regarding the types of questions being asked.

  1. Have comprehensive screening methods.

Recommended parameters and protocols for pre-employment screening include:

  • Drug and alcohol testing. This is a common practice to ascertain the trustworthiness of a prospective employee, avoid workplace injury and ensure that a new hire will be a productive worker.
  • Background checks.
  • Credit history checks. These checks help determine if financial problems will impact an employee’s performance or trustworthiness, or may be indicative of irresponsible behavior.
  • Physical exams.

Any related requirements and consequences for screening results should be included in your company policy.

  1. Document via an employee handbook.

Document all your hiring activities, policies and procedures in an employee handbook. Every new hire should understand their responsibilities – and this should happen during the hiring process, not afterwards.

  • Documentation is also important in the event of any disciplinary action against a non-compliant employee. If rules aren’t written down, then they don’t exist.

 

Work with the expert team at Frontline Source Group!

When your HR staff is pressed for time and tight on resources, it can be easy to let key employment screening steps fall through the cracks.  Frontline Source Group can relieve you of this legwork and help ensure the ongoing success of your hiring process. Read our related posts or contact us today to learn more!