Conducting pre-employment screening on applicants is a very important part on the hiring process. This guide will offer employers advice on conducting pre-employment screening in a way that will support their company’s important goals. Careless approaches to pre-employment screening wrong applicants, with damages in terms of low morale and costs as a result and the employer and his or her reputation because of legal challenges.
There are many reasons why guidance is good for practice in conducting pre-employment screening is necessary:
- The employer adopts legal and ethical practices and gain increased public recognition needed.
- Social media as a part of the pre-employment screening during the hiring process, but it is not yet clear what the legal implications of this practice might have.
- Employers shift towards outsourcing, hiring background check companies to conduct pre-employment screening.
- And lastly, previous employers are not great references since they are reluctant to make any negative comments for legal challenge purposes.
The guide draws on topics with employers, employment lawyers and HR professionals who have extensive knowledge and experience in advising and conducting pre-employment screening.
There are core principles that need research for the employer’s aims which are a relevant guidance for all the sectors in conducting pre-employment screening:
- To protect the company, clients and customers.
- Make sure to have compliance and non-discrimination with the data protection law.
- Be fair to all applicants.
- Do not rely on opinions but facts.
- Validate every information that will be useful for hiring.
- And lastly, be open and transparent to applicants about the pre-employment screening process.