Pre-employment screening is necessary for all employers to check out their potential employees before they accept them. Depending on the organisation the screening can be very simple or some screening may be very extensive. This is designed to allow the employer to confirm their potential employee’s identity, credentials, citizenship, history of employment and any past criminal charges or offences. They are relevant because the screenings ensure that the individual is who he or she purports to be. It is the employer’s job to make sure that all parts of the pre-employment screening process are legally compliant.
The most common categories of pre-employment screening requires employees to complete an application form, prove their identity, verify their nationality and prove they are legally entitled to work in the UK. It is also necessary to check their qualifications (both professional and educational), and they should provide personal references and a list of the last three years of previous employment records. A criminal background check, financial check, overseas check, media search, and a drug or alcohol substance abuse test may also be required.
There are many ways to carry out the pre-employment screening process. Many companies hire third parties to carry out this process to save the company the time they would use training their staff to conduct these screens and to give the employees more time to complete their individual required job obligations. Companies such as Matrix Diagnostics offer cost effective solutions for employers who are interested in screening their employees for substance abuse. This testing could be used during pre-employment screening or for maintaining rehabilitation programs or randomly monitoring high-risk or suspected staff. It is important for employers to ensure that their employees are mentally stable and substance free before they trust them to be a part of their team. This sets a standard for the companies expectations of its employees’ not only in the office but also outside of the office.
The other screening processes can be completed in a variety of ways that include both in person verification/ documentation and online verification. It is important for the employee to have their original documents, such as their passport, birth certificate, visa (if applicable), driver’s license, resume, diploma or educational certificates, a list of prior employment records, etc. The employer must provide the employee with a list of requirements so they can arrange to have these documents and set up appointments to participate in the screening process. The employee and the employer must be organized and take photocopies of all of the original documents to make sure nothing is lost or passed over. Make sure that all departments of your organisation and any third party specialist businesses are effectively communicating and sharing the data and documents of the employee.
The purpose of pre-employment screening is to ensure that you are hiring someone who is legally, physically, and emotionally qualified and able to make a positive impact with their employment for your company and/or business. The process should be organized, clearly communicated and honest so that all parties involved are guaranteed fair treatment and a fair chance of success when applying for a new occupation.