Knowing more about Pre-employment Screening

Basically, a hiring team conducts pre-employment screening as a means of investigating the backgrounds of potential employees and is commonly used to counter-check the accuracy of candidates' claims as well as discover criminal history or past employer sanctions. According to the Centre for the Protection of National Infrastructure, pre-employment screening serves as the foundation of good personnel security of every company. Being one of the critical parts of the hiring process, it is of vital importance that you, as an employer, know more about pre-employment screening.

This process can be defined as an effective measure of minimizing risks and liabilities. As a common saying in the corporate industry, "good human resource management starts with hiring good employees". Several character tests are included in pre-employment screening such as validating the integrity and reliability of the candidate (especially in giving accurate information), sense of responsibility (for keeping one's public information updated at all times) and, honesty and veracity for consenting your company to access in their personal information.

The list of documents being checked for authentication in pre-employment screenings is as follows: involvement in scrupulous activities, unspent criminal convictions relevant to the role, false identity or unsubstantiated claims in the application form, unexplained gaps in employment history, disadvantageous references and hidden or undocumented information related to the position being offered. A more specific list includes incarceration and sex offender records, legal working status, and litigation records, medical, mental and physiological records, military records, polygraph testing and social security number. Drug tests and credit checks are often included but are of high controversy.

Types of Pre-employment Screening Tests

• Pre-employment Personality Assessment Test

Pre-employment Personality Assessment Test aids in understanding personality types and natural behavioral preferences of employment aspirants. This helps in enhancing candidate selection as it assesses how well candidates are likely to do in a real personality scenario. The result of this test identifies the strengths and weaknesses of the candidate relevant to the available position.

• Talent Assessment Tests

With the help of new technology, you can ask your candidates to complete a psychometric assessment test or test of skills via online practice tests. Testing the ability of your candidate using this type of pre-employment screening, tests the ability of your aspirants when it comes to speed and accuracy for numerical and verbal reasoning as well as completing puzzles to measure logical reasoning ability. This type of test is usually done on job positions that require high capability on relevant mathematics and language skills.

Keys to Being a Successful Recruiter

Identifying the best practices and processes for recruitment is one of the many concerns of employment hiring teams. Making sure you know the inclusion of your job as a recruiter is one of the basic keys to being a successful recruiter. Aside from ensuring that your company has a good reputation when it comes to management-employee relations, it is necessary that you package the vacant position as amiable and gratifying as possible. Some of the important keys to be successful in choosing the best candidate for a position are as follow:

• Conduct job posting

As an employer, you cannot expect candidates to submit applications if you did not perform your task to post position vacancies on different outlets. In today's era, it is essential that your company, with the aid of your social media specialist, conduct job postings online and offline. There are several job posting sites you may visit and partner with in order to make sure you reach more individuals depending on your location.

• Conduct a resume solicitation and selection

You may now ask candidates to submit their resumes online together with their letter of intent. Doing so, allows you to have many applicants with easier access to their information. Using online application as a process of resume solicitation allows your company to easily submit information to background check companies for verification of data submitted by candidates.

Five Simple Rules for Becoming the Best Recruiter

Finding the perfect candidate for a position requires preparation, proper execution and clear understanding of your hiring objectives. Here are five simple rules to become the best recruiter:

1. Set high company standards.

Obviously, the basic means of eliminating poor quality candidates is by setting the bar high and creating a polished reputation for your company. Depending on the position, it is important that you list down all of your employee expectations so that your aspirants automatically checks whether they are fit for the position.

2. Be strict in checking personal background information.

In a recent survey by the Center of Immigration Studies, there is a 33 percent chance of job-related identify thefts in Arizona alone. Using fraudulent documents is not new in the corporate world, which then highlights our number one rule in becoming the best recruiter: Be rigorous in checking the personal background information of your candidates.

For the purpose of employment, many individuals, particularly illegal immigrants, steals identity and create fraud documents such as Social Security cards, fake "green cards" and even forged drivers licenses just to earn a living and become successful in living a search-free life.

3. Run employment background checks

Doing so does not only improved your regulatory compliance but also decreases employee turnover.

Nowadays, you can easily select a third-party employment background checks provider who have access and has expertise in securing that your candidates satisfy your company's standards but also passes the state and federal regulatory requirements.

Employment background checks as proven by many companies and institutions help reduce the rate of unwanted turnover thus, preventing you from making bad hiring decisions.

4. Avoid superficial or rushed interviews

Aside from tiring your human resource officers, interviews are proven to be costly and time-demanding for a lot of companies. There are several ways to avoid superficial and rushed interviews. A new process involves the use of social media such as Skype, phone interviews and webinars. This arrangement saves you from spending more than usual amount of time and money in in-person interviews.

5. Manually review the submitted resumes

Give ample time for reviewing resumes and make sure you give each aspirant equal amount of screening time. Manually reviewing your candidates' resume provides a better quality of screening and verification. Also, it allows you to be familiar of the individual candidates before their interview.

Aim for the goal and be the best recruiter! Learn more about Employment Background Checks. Visit
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3 Interesting Facts about Employment Background Checks

Background checks are often taken for granted by employers. Several companies think they do not need to perform employment background checks considering that they don't have an enfettered right to dig into applicants' personal affairs. Truth of the matter is, employment background checks conducted in relation to the job or position are permitted and safest especially when your company gives out consent letters to your aspirants. Here are 3 most outstanding facts about employment background checks:

1. Less than 50% of companies run employment background checks

This means, running a background check allows you to have a better chance of hiring good quality employees and lesser chance of getting penalized for hiring roguish workers. Doing an initial background check serves as a filter which enables you to eliminate the bad and choose among the best candidates whose qualifications fit your company’s requirements.

Importance of Recruiting The Right Employees

As any successful employer will affirm, their own particular ability lies in recognizing the gifts of others and applying them in the best way possible to meet the target of their company. Employment background checks are one of the important parts in the recruitment procedure.

It is by selecting the right individual for the role that engagement takes off, arrangements work out as expected and organizations succeed. Hiring the wrong individual, nonetheless, will have the opposite impact. Consequently, it merits contributing the effort to get your staff recruitment completely right. Here are some suggestions that will help:

• Know the role to be filled - Rather than focusing your applicant choice on examining and filtering through a mountain of CVs, require some serious energy to consider the exact way of the position to be filled. Envision all the tasks and obligations that would be done by the perfect applicant. Then begin to hunt down the individual that best fits the role you have defined.
• There’s more to staff than skills - Instead of enlisting an employee, you are recruiting a man. A man with character, feelings and social abilities. So don't be blinkered by concentrating on capabilities alone. While capabilities are essential, it is by selecting the individual as a whole that you will discover somebody who will gel harmoniously with whatever is left of the team and your clients.