What is Pre-Employment Screening?
Pre-employment screening, as the name indicates, is a process of screening carried out before hiring a candidate. The screening refers to the evaluation and probe into the candidate’s background, behavioral assessment, and criminal track record. The screening process gives employers all the appropriate information they need to check if the candidate is the right fit for the company. Almost all companies, at least progressive companies, realize the significance of pre-employment screening, that is why they stress screening them before bringing them on board.
How to do Pre-Employment Screenings?
There are many types of pre-employment screenings that you can carry out to validate the persona and professional information provided by the candidate. You can carry out as many as tests you can to make sure that you hire a trustworthy and competent candidate for your company. The main types of tests you can conduct are:
1.Personality and skills test:
Evaluating the interests, skills, and expertise of the candidate will help you analyze the candidate’s personality. A good personality of the candidate is paramount to the performance of the candidate. The personality traits of responsible, honest, disciplined, organize, and trustworthy, are the essential characteristics that you must look for in every candidate. Also, the interests of the candidate can help you understand the matching skills that the candidate possess with the job position.
2.Job knowledge and cognitive test:
The first thing that you have to check in the candidate is if he is the right fit for the job position and the company. You must not trust what candidates say, instead, you must test them for their knowledge and cognition you require for the job. This test is highly essential for technical jobs as you really want someone with expertise and relevant skills to fulfil his role and responsibilities competently.
3.Criminal history screening:
You can also investigate the criminal track record of the candidate before hiring him, especially when you are hiring for a very sensitive job. You can avail of services of particular organizations to carry out information about the candidate. You must bear in mind that you should not use illegal means for investigation; instead, use legal means and procedures.
4.Drug testing:
Drug testing is yet another essential screening that employers must carry out. The aim of this test is to counter the problem of sickness absence, bad workplace atmosphere, and to increase the productivity of the hired candidate.
5.Lie detector testing:
Lie detectors or polygraphs measure the bodily responses to detects traits related to lying. Many companies use these tests to evaluate if the candidate is lying while responding to crucial questions about personal and professional life.
6.Credit history:
Many companies evaluate the credit status of candidates, with the consent of the candidate. It is a rarely taken test by employers who believe that the credit status of the candidate can impact his professional responsibilities.
7.Motor vehicle record screening:
For the candidates you will hire for transport-related jobs, you must carry out their track record of driving history. These records help you understand how big of a responsible driver the candidate is and how much he is reliable for you and your company.
8.Employment verification:
For every candidate of all kinds of jobs, you have to validate the employment that he mentions. Make sure to check the employment title, date, and reason for switching the job. Make sure the information related to employment provided by the candidate are accurate.
Most organizations consider prescreening of employees a best practice to hire the most competent, trustworthy, and responsible candidates for different jobs. The practice truly helps employers find the most suitable employees.
