As if finding the right candidate for the job wasn’t difficult enough, today’s human resources managers face a multitude of challenges in a tough economy accompanied by stringent local labour laws. It’s therefore critical to ensure that you select the right candidates carefully before you have them in your employ. In addition, companies also have the right to conduct periodic screening on current employees to protect the organisation from harm.
THIS MONTH WE CHALLENGE YOU TO TAKE THE IFACTS EMPLOYEE SCREENING POLICY AUDIT (CLICK HERE) TO FIND OUT IF YOUR EMPLOYEE SCREENING POLICY NEEDS A FACELIFT.
Why should your organisation conduct Employee Screening?
Fraud and corruption, employee theft and unqualified individuals are a reality in today’s economy. These individuals have the ability to cripple an organisation from both a financial and reputational perspective. The reality is that CV information can be falsified, qualification documents may be fraudulent, and a smooth-talker in a suit and tie can charm their way through an interview.
Employee Screening cuts through the smoke and mirrors. It provides verification on qualifications, job history and prior performance. Employee Screening also allows employers to identify potentially high-risk individuals.
Candidates with a criminal record, a poor credit history and perhaps even a track record of substance abuse – may not be suitable for your organisation. However., as an employer you may make the call to give the candidate who is open, honest, and demonstrates a willingness to change – an opportunity. You do have a choice and Employee Screening provides you with all the information you need to make that choice.
What is Pre-Employment Screening?
Pre-Employment Screening takes place before the individual is hired by the organisation. The process may involve a combination of the following, depending on the position that the candidate is applying for: Psychometric and other screening tests, background checks including Criminal History Checks, Credit and ID Number Checks, Qualifications Verifications and Risk Assessments. All of these checks are conducted only once written consent is received by the candidate. Candidates can refuse to undergo the process, but if the company does have an Employee Screening policy in place, a candidate’s refusal does give the company the option to discontinue the process with the potential candidate.
What is Current Employment Screening?
Having hired a suitable applicant, it’s important to make sure that your current employees are also loyal, honest and productive. It’s been said that unscreened employees can pose a massive risk to any organisation where they have unlimited access to company property and sensitive information. Employee-Rescreening also helps to indentify employees who may not have been properly vetted, prior to an employee screening policy being implemented.
The Employee-Rescreening Process is very similar to the Pre-Employment Screening process in terms of the processes and procedures required. In this case the employees will also need to provide written consent, and if they refuse to undergo the process, the employee will need to provide valid reasons for doing so.
The Benefits of Employee Screening
By implementing and maintaining an Employee Screening Policy, your organisation will reap multiple long-term rewards. Instead of wasting time, as well as physical and financial resources on one bad hire, which will inevitably impact on your employee turnover, an initial investment in an Employee screening process has far-reaching benefits.
High quality candidates do become high quality employees and these employees do reap multiple rewards for your organisation, including better quality of work, greater organisational productivity, and low employee turnover. In addition, an organisation with high quality employees and an outstanding reputation is more attractive to highly sought-after candidates.
FOR MORE INFORMATION ON HOW TO IMPLEMENT AN EFFECTIVE EMPLOYEE SCREENING POLICY, (CLICK HERE) VIEW THE IFACTS GUIDE TO EMPLOYEE SCREENING