Pre-employment screening – why it matters

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With an estimated 63 per cent of candidates prepared to exaggerate on their CV in order to boost their chances of securing an interview, there’s never been a better time to invest in pre-employment screening. Contrary to popular belief, there’s much more to it than simply requesting references and verifying their compliance with employment regulations.

Pre-employment screening allows an employer to delve deeper into a candidate’s qualifications, work experience, criminal record, social media presence and right to work in the country. Typically, this process takes place after the interview stage. Assessing the results not only allows hiring managers to determine whether they could work in harmony from a professional point of view, but to see if the candidate might integrate well into their company culture too.

So, aside from this, how could investing in pre-employment screening have a positive, long-term impact on your business?

Lower your employee turnover

Recruiting a new member of staff can be time- and money-intensive, so it’s vital that you hire the right candidate. By obtaining character references and checking for any legal complications you may encounter further down the line, you’re building up a fuller picture of your potential new employee which will, in turn, help you to determine whether this could be a viable partnership.

While pre-employment screening does usually add an additional cost to the hiring process, the return on investment will be quickly realised. If you were to skip this extra step and discover that your new recruit isn’t all that they made out to be, you may find yourself starting all over again in search of a replacement – and an expensive one too.

Streamline the hiring process

An employer may carry out pre-employment screening either before or after a job offer has been made, and there are pros and cons to each. In some cases, this will take place before an offer has been laid on the table – meaning an applicant may start working almost immediately after accepting the role. Or, if they don’t meet your expectations, you can swiftly move on to the next candidate.

On the flip side, screening multiple candidates might not be within your budget. As an alternative, you may choose to make a job offer, then conduct the necessary checks. If everything goes according to plan, this can be the fastest and most affordable way to go – but if not, you should be prepared to withdraw your offer and reassess your options.

Uphold your reputation

Pre-employment screening may also help to protect against fraud, by identifying applicants who are using a false name, employment history or qualifications. However, employers must remember that their investigation must be justifiable and directly relevant to the vacant role.

For instance, those who work with young or vulnerable people must undergo DBS checks, and those who operate machinery or drive vehicles would need a clean driving license. In some circumstances, further investigations may be necessary.

Whether it’s for an added layer of security, a desire to make a successful permanent placement or simply for peace of mind, pre-employment screening could be hugely beneficial for you and for the long-term success for your business too.

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