Employee screening is a process to verify qualifications, identify security risks and personality traits. Screening can be done by an outside company or the employer. Companies can choose from a range of screening products, but must be screen-conscious to avoid anti-discrimination laws.
Employee screening is a process in which a potential employee is surveyed to verify qualifications and confirm that the person would be a safe and appropriate match for the job. This screening can be done by an outside company or it can be conducted by your prospective employer. The practice of screening employees before making a job offer became widespread in the early 20th century. Many people applying for jobs can expect some degree of screening during the application process.
There are several goals for employee screening. The first is to confirm that an employee is indeed qualified for the position. The second is to identify any security risks, including threats to physical workplace security and data security that the employee may be dealing with. Screening is also designed to identify personality traits that may be helpful or problematic.
Companies contracting employee screening services can choose from a range of screening products. A screening company can conduct a criminal background check, test the applicant for drug use, perform a medical evaluation, and verify competency. Companies that provide screening services can access public records that can provide pertinent information about an employee’s qualifications and reliability. This information is contained in a report that can be used when making hiring decisions.
Other companies may prefer to conduct screenings on their own. Some run their own proficiency and personality tests as well as run background checks to gather information about potential employees. A private investigator may be hired for parts of the screening process if a company wants more information about a job candidate, or the company may keep such an investigator on staff.
Such screening is done for sensitive jobs and long-term positions where expertise, qualifications and personality may become important. In industries with high turnover, interviewing and a quick reference check may be the only selection performed. Investing in employee screening in such cases would be impractical due to cost.
There are some legal issues surrounding screening. Companies that need to be screen-conscious to avoid anti-discrimination laws. Screening should be relevant and consistent in nature and companies may be prevented from seeking certain types of information. To comply with the law, it is advisable to use an employment law attorney to evaluate the employee screening process and confirm that it does not violate any privacy or anti-discrimination laws.
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