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subject: Pre-employment Screening Services [print this page]

Pre-employment screening is a necessary hiring practice to avoid lawsuits and costly hiring mistakes.

Gone are the days of a simple reference check and a few phone calls to screen new employees. Employers

understand the growing need of professional pre-employment services; improper background checks could

result in serious ramification to the companies however small and large.

Gone are the days, when employees were hired on the basis of the interview conducted and few phone

calls to previous employers, in todays times, proper background checks are conducted; their documents

are properly verified and hence they are hired. The employers can also outsource pre-employment

screening services, hiring an outsider helps in getting accurate and complete information on the

prospective job seeker. It is advisable that the employers gather requisite information before hiring

or outsourcing pre-employment services.

The system can integrate with the Employment Screening Services highly regarded Internet Report Access

System to make the background checks on selected applicants a paperless process.

Pre-employment screening services offered include:

Criminal history (felony & misdemeanor)

Social security history

Education verification

DMV checks (where permissible)

Drug testing

License/certificate verification

Credit screening (in accordance with FCRA limitations)

Employment and residential history verification

A company hiring an employee looks at a candidate's merits, giving less importance to their background

that can becomethe cause of major problems. These service providers help provide the right information

by screening the employee's past criminal history, fraudulent social security numbers, untruthful

resumes, falsified employment applications, etc. The reports given are accurate and legal compliant.

This service can be provided online and include employment drug screening and back ground checking.

Small businesses that skimp on careful hiring practices will pay for it later. Fortunately,

pre-employment background checks, a critical tool for preventing fraud and eventual legal hassles, are

easier and more affordable than ever before. Background screening goes beyond traditional reference

checks and looks at such things as criminal and driving records, credit reports and whether applicants

actually have the work and education experience they claim.

This service helps companies reduce hiring risks, increases efficiency and ensures employment of the

right candidate. The staff at these servicing companies is professional, specialized in screening

applicants within numerous industries, including all types of medical, technical, administrative,

production, financial and management positions. The services include verification of employment,

education, references and professional licenses, driving records, drug screening, credit history, civil

history, criminal background checks and more.

There are certain limitations from which a company may know of. Read more about employment screening

services to know which information can be asked from you and which are supposed to for your eyes only.

There are varying background reports being done by companies conducting employment screening services.

There is the verification of the social security number of the applicant while some gets into a

detailed account of history and acquaintances of the applicant or employee. At the same time, because

of the popular of social networking websites like Facebook, Friendster, MySpace, etc., employers are

already checking profiles of the employee or would be employee through such ways.

Now that you know the information that may be asked from you, here is the information that should not

be included in employment screening services. Carefully analyze the job and develop a list of desirable

traits an ideal employee would have. If there are qualifications that will weed out potential

applicants, such as degree or licensing requirements, list those as well. Determine whether those

qualifications can be adequately screened for before employment and if the cost of developing screening

mechanisms is a necessary investment. Consider which methods are best suited to identify or weed out

applicants based upon the qualifications and traits already identified.

by: ajju

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