6 Simple Steps for Pre-Employment Screening    

Sep 27, 2018

 Pre-employment screening makes hiring the right people for the job so much simpler.

Employers today face unprecedented challenges in hiring perfect employees for their vacancies. The time has long since passed when a face to face interview was all that was required to make a decision.  Pre-employment screening is the modern process that ensures you hire the best people

Why screening is vital

The benefits of pre-employment screening are well known among employers who have already embraced the process. Significantly, the calibre of candidates is overwhelmingly improved. This naturally leads to committed employees who are highly productive, loyal to the business and who will stay due to job satisfaction.  Saving money on recruitment and the potential of being sued, should you inadvertently hire a criminal who subsequently harms other employees or customers, are just two things that make the process worthwhile.

Here are 6 simple steps for pre-employment screening

Drug test

In security related positions it is normal to ask candidates for a urine sample which can be tested for drugs.  Protecting your business from drug related issues needs no explanation.

Medical check

Where safety is concerned, particularly toward the general public, it is essential that employees are fit and able to perform the tasks demanded of them.  Your business needs to be protected from people who may not only be a danger to the company and workforce but also who could be a risk to themselves.

Credit history report

A pre-employment credit check reveals can be invaluable for a number of reasons. If a candidate is in excessive debt and will struggle to repay it on the salary you are paying, there could be a problem.  Debt causes stress and people don’t work well when they have pressure and work as well as personal stress related issues.  When a credit check shows bankruptcy, county court judgements, or a bad payment history on things such as mortgages and loans, one might question how well such an employee would be able to manage your company finances, if their position demands it.

 Background Checks

A potential employee who will be working in government, intelligence, security, child care or care of the elderly needs to be background checked. This includes looking into personal history, criminal records, financial, educational and past employment.

Social media activity

Looking at a candidate’s social media activity can provide an insight into the person’s character.  Employers can learn a lot from the content of a candidate’s Twitter, Facebook or other social media accounts.  Their posts either original or shared can uncover a wealth of information that would not be apparent from other checks.  However, legally it’s best to consult a solicitor before introducing this type of pre-employment screening.

Lie Detector Tests

Many of the aforementioned checks can be eliminated when polygraph examinations are introduced into the pre-employment screening process.  If candidates take lie detector tests as a first step the expense of other checks may not be necessary.  This is simply because if the candidate is shown to be deceptive during the test for example, on their CV, you might not wish to continue the hiring process. Or you may wish to delve much more deeply into the candidate’s history in which case the candidate may decide to withdraw their application.  Lie detector tests not only uncover deception but also provide greater insight into the character of your potential employee.

Our 6 simple steps for pre-employment screening are a guide to what employers can do. Naturally you may wish take only some of them or depending on the positions, all of them.

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