I am an absolute shopaholic. I spend a lot of time patronizing literally every type of business under the sun. As an avid consumer, I believe that I have advice that I can give businesses that can help them become more successful and serve there customers better. Even though I am the only one working on this blog, much of what I write comes from endless conversations with friends and family members who have experienced frustrations when patronizing businesses, big and small. My name is Alice Stark and I hope you enjoy the journey that we will be going on together!
As an employer, one of the greatest challenges of hiring is ensuring that you select candidates who are reliable, trustworthy, and honest. When you're starting the interview and hiring process, one of the best things you can do is institute an employee screening process. If you aren't familiar with employee background screening, here's a look at a few of the things you should have included to get a comprehensive picture of each prospective candidate.
Employment And References
While this is typically included as part of an application, you'll also want to include employment screening as part of your background check process. The employment verification is great for validating the accuracy of application information. You can have the investigation company check with each company to verify the employment dates, job title information, salary, and even performance in some cases.
If you include a requirement to list professional and character references for your applicants, some employee screening companies will also call and verify those references. You'll be provided with statements from each reference as part of the background check, which saves you the time spent calling them and increases your productivity.
A key part of any employee background check is the criminal history report. The criminal history allows you to identify any serious crimes that the applicant may have been convicted of. This is important, particularly if it's a crime that could directly affect their ability to perform job duties. Most screening companies look beyond the local criminal databases and search a national area to identify any convictions that may exist in other jurisdictions as well.
Pulling education records for applicants is more important than you might think. This part of the process helps you identify any potential misstatements or dishonesty on the part of an applicant who may try to claim they have an educational background that they do not actually have. Particularly if there's a degree requirement that's essential to the role, you want to ensure that the applicant you're hiring has the appropriate skills to do the job.
While it may not be relevant to every job role that you hire for, obtaining credit reports for any job that works with assets or finances is important. For continuity, it's best to get the reports for every job role that you fill within the business. Determine what types of credit issues are concerns for specific roles and apply those rules consistently with candidates for those jobs.Share
19 June 2017