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.
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