As an employer, you should not approach employee screening haphazardly. There are several steps to creating and implementing an effective process. The goal of screening your job candidates is to protect your company from disruption and lawsuits while making the workplace a safe environment for your staff. In this article, I'll describe the 5 steps you need to take to establish an employee screening policy.
Step #1: Job Segmentation For Targeted Employee Screening
While you should be conducting employment background checks on all potential hires, some positions in your company may require a higher level of screening. For example, if you're hiring someone to operate delicate machinery, dangerous devices, or sensitive information, you'll want to investigate an applicant more rigorously than otherwise. Segment the jobs for which you'll be hiring people. Then, identify the jobs that may require deeper screening.
Step #2: Decide Types Of Information Needed
Each position will likely carry its own set of risks for your company. Each set of risks will determine the types of information you'll need to investigate during your employee screening procedure. For example, if you're hiring someone who will drive a company vehicle, you'll need to review that person's driving history. If you need to hire a CPA, you should find out if they truly earned relevant degrees and credentials.
Step #3: Identify Employee Screening Red Flags
You'll discover items in your applicants’ histories that are less-than-favorable. Maybe they've been convicted of theft or domestic abuse. Or, their credit history may be poor. Before starting your employment background checks, decide which offenses should result in eliminating the candidate. For example, a criminal record may dissuade you from hiring a person. However, if the incident happened many years ago, the conviction may be less-relevant.
Step #4: Establish Procedures For Disqualification
You should create a set of procedures that detail what your company will do in the event that an item in a job candidate's background disqualifies him from a position. Part of this procedure should include allowing the applicant to explain the item. You'll want to create a formal notice. This notice can alert the applicant that you have made a preliminary decision not to hire him based upon an item uncovered from his past.
Step #5: Be Consistent With Employee Screening Practices
Once you have created an employee screening program, it's critical that you implement it consistently. If your company is ever sued for negligent hiring practices, being able to show a consistent procedure through which you conduct employment background checks will be invaluable.
Create Your Employee Screening Program
While it takes time and careful planning to create, establish and implement an employee screening program, it should play a key role in your hiring practices. Employers who fail to do this expose their businesses to the possibility of lawsuits, workplace violence, theft and other disastrous incidents. Once you have created your program and made it an integral part of your hiring procedure, you can be confident that your company is far less vulnerable.
Chris Miller, President of FYI Screening, Inc. , helps employers evaluate and improve their employee screening programs to make their jobs easier, prevent theft and loss, and create a safer workplace. Read the Top 4 Things You Need To Know About Employee Screening.