Things You Should Know About Pre-Employment Screening

Pre employment screening, often known as Employment Background Checks, is an important element of the recruiting process. Employers must check the histories of potential employees to make sure that they are recruiting qualified personnel.

Here are things you should know about pre-employment screening:

Screening services are only for recruitment agencies

Only businesses or recruitment agencies are eligible to apply for a DBS check under current legislation. However, if an individual requests it, third-party screening firms can perform basic DBS checks.

The importance of a background check changes from industry to industry

When screening a candidate for a financial position, a credit check, for example, is more important. When it comes to occupations that require driving, DVLA and criminal background checks may be more important.

Different checks have different processing times

For example, while some checks, such as a DVLA check and a right to work check, can be completed instantly, others, such as an enhanced DBS check, may take longer. Background checks in the United Kingdom take three to five days on average to process.

The cost varies from check to check

The cost of background checks varies depending on the number of checks performed, the sort of information requested, and the location of the recruiting. Some searches may be more expensive than others because they demand access to the information that aren't available to the general public.

Pre-employment screening does more than what people think

It may seem like pre-employment screening only helps employers in segregating qualified and unqualified candidates. A background check for new employees should be a crucial element of the hiring process. A background check on your employees will safeguard you, your company, and your customers against shady characters and fraud.

Employers frequently undertake eight different types of background checks

Basic DBS check

A basic Disclosure and Barring Service (DBS) check, also known as basic disclosure check, discloses information about the unspent convictions of employees or potential employees. A basic DBS check is not specific and is available to anyone.

Standard DBS check

It is a comprehensive background check that organisations use to examine new and current employees. It displays comprehensive information about a person's criminal record, including all warnings and cautions, as well as any spent and unspent convictions.

Enhanced DBS check

Unlike basic and standard DBS checks, this test is used to obtain a complete disclosure of a person's criminal record from the Police National Computer, or PNC.

Right to work check

It determines whether or not an applicant has already been granted authorization to work in the United Kingdom. Employers must perform this check because they will be held accountable if they hire someone who does not have the legal right to work.

Adverse Credit check

Adverse credit checks, also called as Financial Background Screening, are used to verify a person's credit history for things like debt owed, late payments, and so on. It is generally carried out on present or potential personnel in critical positions in a corporation.

AML, PEPs and Sanction check

To prevent financial crimes such as money laundering, financing terrorists, and so on, anti-money laundering (AML), politically exposed person (PEP), and sanction checks are utilised.

DVLA check

It's a check that lets you look up information about applicants' driver's licences at the Driver and Vehicle Licensing Agency (DVLA). If a company fails or refuses to do a DVLA check on a potential employee, it may incur fines and penalties.

Maintain the health of your company

Employee morale suffers as a result of bad hires, and productivity suffers as a result. Pre-employment screening ensures that you make the best hire and that your organization's turnover rate is low.

Save costs by not wasting time and resources

Hiring and training new hires takes a lot of time and money. It might be costly to choose the incorrect candidate. Screening applications can help you avoid wasting money and effort.

Pre-employment Screening Legal Considerations

Throughout the screening procedure, you must follow certain laws and regulations. Defending against charges of employment discrimination can cost thousands of dollars. Worse, they have the potential to harm your company's brand and reputation.

When evaluating potential employment discrimination, the Equal Employment Opportunity Commission (EEOC) looks at how information is used and the interviewer's intent. You should a Have a job-related need for requesting any question to avoid legal complications.

Tools can be used for pre-employment screening

You have a variety of pre-employment screening tools that are available, many of which are free. Applicants can be screened using the techniques listed below.

Records available to the public

Different types of records are available on government websites at the municipal, state, and national levels. You may find criminal histories, vehicle records, and other information for free using these resources.

TransUnion

TransUnion assists small business owners in conducting rigorous pre-employment screening in a timely manner. On their website, Shareable provides straightforward pricing, so you know precisely what a background check would cost.

Search Engines

A Google, Bing, or other search engine search of the candidate's name will provide public information, photographs, and social media accounts. Include the applicant's location to improve your chances of discovering the right person's information.

Social Media

Aside from the impression made during the interview, social media provides insight into a candidate's personality. Different types of data can be provided by each platform:

On LinkedIn, dig deeper into their professional profile.

On Instagram or Facebook, look for short posts or images that show their character outside of workplace. You may not be able to use these platforms if your candidate has a private account.

Employers can take pre-employment assessments

Pre-employment tests may be given out by some employers. These are standardised, objective ways of collecting data about your capacity to execute at work. The following are examples of common pre-employment assessments:

• Aptitude tests can assess a wide range of cognitive talents, however the most typical ones look at critical analysis, attention to detail, and the capacity to absorb and apply new material.
• Personality tests are used to determine your personality characteristics. These findings might assist your employer in determining whether you fit with the company culture, and certain characteristics can imply superior performance in specific areas. Salespeople, for example, are extroverted and forceful.
• Skills tests measure hard and soft skills. Questions to measure your capacity to successfully communicate or solve problems might be included in soft skills testing. Hard skill questions are frequently related to the role.
• Integrity exams assess your trustworthiness by posing questions regarding workplace ethics. "Do you ever agree with your employer's policies?" is a common inquiry. "Do you think it's ever okay to take a lengthy lunch?" or "Do you think it's ever reasonable to take a late lunch?"
• Emotional intelligence tests measure how well you build relationships and comprehend emotions, both of which are skills that you may require in a number of jobs.
• Job knowledge tests assess your specialized or theoretical knowledge in a particular sector, such as marketing strategies or accounting concepts.

Employers can hire third party companies

As background checks may necessitate searching many databases, using a third-party firm guarantees that the process runs smoothly while meeting all regulatory criteria.

It helps in decreasing turnover rate

Pre-employment background checks may be skipped, resulting in the hiring of individuals who aren't a good fit for the organisation. They may resign or be dismissed, resulting in a higher turnover rate and higher hiring costs for the organisation.

It helps improve regulatory compliance

One of the most serious difficulties that firms confront is regulatory non-compliance. Businesses are punished or face legal action as a result of their noncompliance. Pre-employment screening can assist avert this by weeding out candidates who are inexperienced, lack adequate skills, and, most crucially, do not have the legal right to work for the organisation.

It is normally preferable to use competent third-party screening providers for their understanding and abilities in the sector in order to ensure that all regulatory standards are completed.

Protects data from being stolen

Companies that manage large amounts of client data can gain from pre-employment screening because it can reveal information about an employee's criminal history or charges, as well as prevent data theft.

It helps in protecting a company’s image

According to reports, over 70% of clients were unwilling to do business with companies once data theft occurred. Pre-employment screening not only protects data from theft, but it also assists a company in preventing defamation and preserving its public image.

It helps in preventing identity and background details fraud

Eighty-five percent of CVs, according to a 2017 study, include overstated or incorrect information. In the absence of pre-employment screening, these applicants are likely to be hired, which could have an impact on other employees, the quality of work or service provided, and the company's overall productivity.

Background screening avoids fraud by validating the information provided by candidates and highlighting inaccurate information in their CVs concerning credentials, abilities, past job, and so on.

It helps in the prevention of workplace violence

Employers can remove applicants with a history of violence through pre-employment criminal records and background checks, assuring workplace safety and discipline.

Pre-employment screening is an important component of today's hiring process that should not be overlooked. Failing to verify the information provided by candidates prior to hiring them is the employer's responsibility, and failure to do so could result in sanctions, legal charges, and company defamation.

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