An employment screening is designed to confirm the information given by the candidates to a job position, and to collect other relevant data about the applicants.
It can be assessed whether or not a job seeker’s past, records, characteristics and tendencies could jeopardize the maintenance of a healthy workplace, the reputation of the company, or even the safety of the colleagues.
These are the seven most common and important types of information screened during the process:
Overall, criminal information is permitted to be used in the scope of candidate evaluation. However, different states may have different laws pertaining to this subject. When appropriate, the FBI, as well as State Identification Agencies, provide services that aid companies in the investigation of the applicants’ criminal history.
The history of the workers’ compensation appeals is publicly accessible. It is often used as a way to gather evidence on whether or not a candidate’s injury would make it impossible for them to perform certain duties.
Sex offender registry
Both federal and state registries have records on sex offenders. It is important that employers seek this information, so they can duly avoid possibilities of sexual harassment or assault in the workplace. Such instances would deeply affect the staff and tarnish the company’s reputation.
Motor vehicles record
This type of screening is most important when the specificities of the job require the employee to carry out responsibilities while utilizing a motor vehicle. That is the case in the areas of sales, trucking and deliveries, to name a few.
It is very common that employers wish to verify the degree and the training of the candidates, as well as their overall academic performance. This is especially the case for entry-level vacancies, in which experience is not yet a factor to ponder.
If the credit history of a job seeker shows signs of financial difficulties, that might be a warning flag that the applicant is not the most responsible and trustworthy individual in the pool of candidates.
If employers have in practice measures to perform drug tests, then they must test each and every candidate, and not only the ones they have suspicions about. They should also do it according to the laws of the state.
Drug tests can be useful in assessing if the potential employees are reliable, will be able to avoid injuries and will be productive members of the team.
Other types of employment screening include lie detector tests, social security tracing, personality assessment, skill tests, reference letters and employment verification. Employers can complete the screening process internally or they can hire a specialized third party professional or company.