| Pre-employment screening is a necessary hiring | | | | for preventing fraud and eventual legal hassles, |
| practice to avoid lawsuits and costly hiring | | | | are easier and more affordable than ever before. |
| mistakes. Gone are the days of a simple | | | | Background screening goes beyond traditional |
| reference check and a few phone calls to screen | | | | reference checks and looks at such things as |
| new employees. Employers understand the | | | | criminal and driving records, credit reports and |
| growing need of professional pre-employment | | | | whether applicants actually have the work and |
| services; improper background checks could result | | | | education experience they claim. |
| in serious ramification to the companies however | | | | This service helps companies reduce hiring risks, |
| small and large. | | | | increases efficiency and ensures employment of |
| Gone are the days, when employees were hired | | | | the right candidate. The staff at these servicing |
| on the basis of the interview conducted and few | | | | companies is professional, specialized in screening |
| phone calls to previous employers, in today's | | | | applicants within numerous industries, including all |
| times, proper background checks are conducted; | | | | types of medical, technical, administrative, |
| their documents are properly verified and hence | | | | production, financial and management positions. |
| they are hired. The employers can also outsource | | | | The services include verification of employment, |
| pre-employment screening services, hiring an | | | | education, references and professional licenses, |
| outsider helps in getting accurate and complete | | | | driving records, drug screening, credit history, civil |
| information on the prospective job seeker. It is | | | | history, criminal background checks and more. |
| advisable that the employers gather requisite | | | | There are certain limitations from which a |
| information before hiring or outsourcing | | | | company may know of. Read more about |
| pre-employment services. | | | | employment screening services to know which |
| The system can integrate with the Employment | | | | information can be asked from you and which are |
| Screening Services highly regarded Internet | | | | supposed to for your eyes only. There are |
| Report Access System to make the background | | | | varying background reports being done by |
| checks on selected applicants a paperless process. | | | | companies conducting employment screening |
| Pre-employment screening services offered | | | | services. There is the verification of the social |
| include: | | | | security number of the applicant while some gets |
| Criminal history (felony & misdemeanor) | | | | into a detailed account of history and |
| Social security history | | | | acquaintances of the applicant or employee. At |
| Education verification | | | | the same time, because of the popular of social |
| DMV checks (where permissible) | | | | networking websites like Facebook, Friendster, |
| Drug testing | | | | MySpace, etc., employers are already checking |
| License/certificate verification | | | | profiles of the employee or would be employee |
| Credit screening (in accordance with FCRA | | | | through such ways. |
| limitations) | | | | Now that you know the information that may be |
| Employment and residential history verification | | | | asked from you, here is the information that |
| A company hiring an employee looks at a | | | | should not be included in employment screening |
| candidate's merits, giving less importance to their | | | | services. Carefully analyze the job and develop a |
| background that can becomethe cause of major | | | | list of desirable traits an ideal employee would |
| problems. These service providers help provide | | | | have. If there are qualifications that will weed out |
| the right information by screening the employee's | | | | potential applicants, such as degree or licensing |
| past criminal history, fraudulent social security | | | | requirements, list those as well. Determine |
| numbers, untruthful resumes, falsified employment | | | | whether those qualifications can be adequately |
| applications, etc. The reports given are accurate | | | | screened for before employment and if the cost |
| and legal compliant. | | | | of developing screening mechanisms is a |
| This service can be provided online and include | | | | necessary investment. Consider which methods |
| employment drug screening and back ground | | | | are best suited to identify or weed out applicants |
| checking. Small businesses that skimp on careful | | | | based upon the qualifications and traits already |
| hiring practices will pay for it later. Fortunately, | | | | identified. |
| pre-employment background checks, a critical tool | | | | |