6 Tips For Effective Pre-Employment Screening

November 2017

Replacing an employee can involve a variety of predictable costs, including recruiting and advertising an open position, travel for interviews, signing bonuses, relocation and training. In addition, high turnover rates can impact your business in unexpected ways, through reduced morale, lost knowledge and lowered productivity.

In many cases, smart hiring decisions can help reduce turnover and its related costs — both obvious and hidden. By implementing a strategic process for pre-screening employment candidates, you reduce the chances of making a hiring decision you may later regret.

Here are six pre-employment screening tips to help you develop best practices so that your organization remains in compliance as you add team members.

1. Verify Previous Employment

More than half of job applications and resumes may contain untrue information, and 70 percent of college students say they would consider falsifying their resumes to get a desired job.

In some cases, false information provided during the application process can result in disastrous hires, including individuals without the proper work experience for the positions they win. Companies that hire unqualified or inexperienced individuals who then cause harm — to other employees, customers, vendors or members of the public — can face claims of negligent hiring.

A reputable employment screening firm will use multiple sources of information to assist you in verifying work history, including position titles, dates of employment and job duties.

2. Use Drug Testing When Appropriate

Employees who have addictions to alcohol or drugs can compromise the safety and security of your organization. The federal government generally does not regulate drug testing except in specific industries, including transportation and military contracting. However, your state or local government may have regulations in place regarding drug testing.

In some cases, state or local laws may require that you properly disclose your drug-testing policies to applicants and that you treat all applicants for a particular job in the same manner. You also may be required to have tests administered by an approved laboratory.

Before you implement a policy for drug testing, it’s important to understand any applicable laws in your jurisdiction and ensure that your testing procedures comply.

3. Follow the Law for Credit Checks

A significant number of employers pull credit reports for applicants, even for jobs not related to finance. Aside from the possibility of embezzlement or theft, employers also may check credit to assess the trustworthiness of candidates.

If you decide to check credit histories for applicants, it’s vital to understand federal law. Employers must follow the Fair Credit Reporting Act, which requires that you receive consent from a job applicant before reviewing a credit report.

In addition, the law stipulates that you must warn applicants if you plan to reject them based on the contents of reports, and you must provide copies of the reports in question. If you decide not to hire a candidate based on information in a credit report, you are required to provide official notice of adverse action.

4. Confirm Accreditations and Education

Most employers want to know that applicants provide accurate information about their education, including institutions attended, degrees received and professional licenses earned.

In many cases, specific academic credentials or professional licenses are critical to the ability to perform a job. The lack of a required license or certification may even subject your organization to liability in fields that require compliance with laws and regulations.

A professional pre-employment screening firm can assist you in confirming that academic information listed on resumes and in job applications is accurate.

5. Stay Current on Applicable Laws

Employers have valid reasons for seeking insight into the potential criminal history of an applicant. With safety, security and financial viability on the line, making sure that key employees have a clean record can be vital to ongoing business operations.

Local, state and federal laws can change frequently and often clash with the need for organizations to obtain timely information about applicants. For example, in many jurisdictions, so-called “ban the box” laws — restricting how and when employers may ask applicants about their criminal histories — have taken hold in recent years.

Employers that check criminal histories must use caution in making adverse hiring decisions to avoid discrimination claims. In some cases, the law dictates that employers must consider details of crimes, including the time since an offense and how the past offense may impact the applicant’s work.

6. Work With a Professional Employment Screening Firm

For busy human resources professionals, hiring managers and employers, screening job applicants can consume significant time and resources. An experienced pre-employment screening company can help you identify the best candidates and reduce subsequent turnover.

Global Verification Network provides an extensive range of background screening services to provide valuable information for important hiring decisions. To learn more about our services or to request a quote, please contact us.

Contact Us

Bottom Body: 
  • Headquarters Location

    Palatine, IL
    P.O. Box 95258
    Palatine, IL 60095
    (877) 695-1179

  • Additional Locations

    Tampa, FL
    Wake Forest, NC
Hero Title: 
We Want To Hear From You

Please give us a call at 855-960-5318 or fill out the form below and we’ll get in touch with you right away.

  • May 2018
    For many employers, background screenings play a significant role in the hiring process, and a criminal history record check provides key information. Learning that a candidate has a criminal record, however, is not always the end of the story. Employers often decide to move forward with candidates who have criminal convictions. To hire the best candidates and to ensure that your organization follows the law, what steps should you take after finding that a prospective employee has a criminal record?...
  • April 2018
    The modern workplace requires employees with advanced skills and proper training, yet falsifying educational backgrounds has emerged as a common form of resume fraud. As the job market has become increasingly competitive, some applicants feel the need to exaggerate — or completely fabricate — their educational credentials. Such false information can lead employers to make costly hiring mistakes that can damage the reputation of a business and increase liability risk. Why should you verify prospects’...
  • March 2018
    Poor hiring decisions can have serious consequences, including financial losses and decreased employee morale. By fine-tuning your procedures for recruiting, interviewing and onboarding new team members, you help keep your company strong and competitive. To improve your overall process, consider these seven common hiring mistakes - and how to avoid them. 1. Failing to Do a Pre-Employment Screening Pre-screening applicants is a critical first step to keep your hiring process running smoothly and...
  • March 2018
    Purchasing a home is a major life event that often follows years of saving and sacrificing. If you're in the market for a new home - or you're selling a home you own - you understand the complexities of loans, negotiations, inspections and closing the deal. One of the most important individuals in the home sales process is the real estate agent. You expect your real estate agent or Realtor (a member of the National Association of Realtors) to have the proper licensure and qualifications for taking care...
  • January 2018
    Across numerous industries, workforce globalization has heralded new opportunities to bring in talented team members. For companies hiring international workers, comprehensive background checks protect against costly personnel errors. If you are interviewing candidates who were born, received their education or have worked in a country other than the United States, you may encounter challenges as you attempt to confirm biographical information. For some hiring managers, verifying criminal background,...