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