Posted February 7, 2018 01:45 am

Pre-Employment Screening before the Job Offer

Hiring new employees is always a very time consuming task. Even if you prepare with a lot of interview questions and forms, you still won’t be able to learn enough about someone who could potentially become the newest member of your firm. This is why employers should always dedicate their time to finding about as much as they can about the applicants. However, you should keep in mind that some states and cities prohibit employers from requesting a background check before they actually offer the job to a candidate.

If you want to know more about your applicants, then you should consider requesting personal and job references in the employment application. You should also ask for permission to do a background check in addition to requesting the basic information like education, qualifications, and work history. Make sure to include a separate form with the application that the applicant will sign and which will grant you the permission to conduct a background check and verify all of the information that’s on the application.

Pre-employment screening is usually done to see whether the information supplied by a candidate is true. It also helps the employer know whether the applicant has any character flaws and criminal tendencies that could be have a negative effect on the workplace. Here is some of the information that can be discovered through pre-employment screening.

  • Criminal History – There are a number of services that help business find out if their applicants have a criminal history. You can also check out people search engines that allow you to check whether a person has a criminal background.
  • Credit History – A lot of employers choose to check an applicant’s credit history in order to determine whether the candidate has financial problems that can impact his or hers trustworthiness. A bad credit history is also the sign of irresponsible behavior. Keep in mind that the Fair Credit Reporting Act regulates the investigations that employers conduct and that you will need the consent of candidates before you can check their credit history.
  •  Sex Offender Registry – As an employer, you should never hire someone who could endanger coworkers. Just to be safe, it’s always recommended that you search the federal and state registries for sex offenders to see if your applicants are there before you actually hire them.
  • Employment Verification – Just because someone listed a previous job on their resume and job application doesn’t necessarily mean that the information is accurate.
  • Education Verification – Employers usually do a background check to verify an applicant’s degree and academic performance when they’re hiring people at entry-level positions. However, you should know that you must have your applicant’s consent in order for you to get this information from schools, as it is protected under the Family Educational Rights and Privacy Act.

A pre-employment screening before the job offer can greatly affect your hiring decision. When you complete a criminal background check, verify your applicant’s degree, and learn more about the candidate, you will know exactly who you should hire. Nevertheless, keep in mind that it’s not always the best idea to request a background check for every single applicant. Know that you will spend a lot of time looking for this information.

You should consider doing a background check only after you’ve interviewed a candidate. Only after you’ve completed this step should you learn more about the applicant. Don’t forget that you will need written consent before you go ahead with this process.

Once you get the results from the background check, it is time to determine whether hiring the candidate is the next step. If you feel like the applicant would be a good fit and you have found that all of the information stated on the resume and application is true and that the candidate doesn’t have a criminal history, then you can make a job offer.