Employee screening is a process used to verify qualifications and ensure a safe and appropriate match for the workplace. Screening can be carried out by an external company or the employer, with various screening products available. Legal issues surrounding screening require companies to avoid anti-discrimination laws and use an employment law attorney to review the process.
Employee screening is a process in which a potential employee is screened to verify qualifications and confirm that the person would be a safe and appropriate match for the workplace. This screening can be carried out by an external company or by the 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 to occur as part of the application process.
There are several purposes for employee screening. The first is to confirm that an employee is truly qualified for the job. The second is to identify potential security risks, including threats to physical security in the workplace and the security of data that the employee might handle. Screening is also designed to identify personality traits that may be beneficial or problematic.
Companies that hire employee screening services can select from a variety of screening products. A screening company can perform a criminal background check, test the applicant for drug use, conduct a medical evaluation, and assess competency. Companies providing screening services can access public records that can provide relevant information about an employee’s qualifications and trustworthiness. This information is packaged into a report that can be used when making hiring decisions.
Other companies may prefer to conduct exams themselves. Some administer their own competency and personality tests, as well as conduct background checks to gather information on potential employees. A private investigator may be hired for some parts of the screening process if a company wants more information about a job applicant, or the company may retain such an investigator on staff.
This screening is carried out for sensitive jobs and long-term positions where competence, qualifications and personality may become important. In industries with high turnover, the interview and a quick reference check may be the only triage performed. Investing in screening employees in these cases would be impractical because of the cost.
There are some legal issues surrounding screening. Companies they screen must be careful to avoid anti-discrimination laws. Screening must be relevant and consistent in nature, and companies can be deterred from looking for certain types of information. To comply with the law, it is advisable to use an employment law attorney to review the employee screening process and confirm that it does not violate any privacy or anti-discrimination laws.
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