When it is hiring season in a company, things can get pretty messy. But that does not mean you skip employment screening. Every 1 in 3 Americans has a criminal history. Many have fraud histories as well. Not all of this information is harmful. But you should be aware of who you hire. Do not leave these things on chance; stay on top of them.
No matter how many applications you get, you must screen them all. This will help you in retaining more employees and get a dependable team for your business. But if it gets tough with the huge flow of applications, we have a few tips for you. It also helps you avoid all cases of negligent hiring. Read this article to find out the best tips and insights from industry insiders.
Top 6 tips to streamline the process
What are the experts saying? What strategies and tips work best for employment screening? Let us explore more with the points mentioned below.
Start screening from the first phone call
Every employer should conduct a detailed screening process for every employee. But before you do that deep dive, make an initial screening. When you make the initial casual phone call with a candidate, screen them. How do you do that? Notice their tone and their level of confidence in their skills. Ask for a few details about their employment and academic history. Run a quick tally of the facts with their resume. If the first impression is not good enough, do not send these applicants for further review.
2. Use a credible employment screening service/software
You should also use a legitimate background screening service provider. They are industry experts and can provide you with detailed background check reports. Currently, there is also multiple employee screening software to help streamline the process. A service provider can be better. Why? They use both human resources and the latest software to advance their work. They bring together the best of both worlds and give you an in-depth analytical report.
3. Always conduct a drug test
According to reports, 10 million Americans are addicts. They can be on one or more drugs. But only 10% of them get treatment or help. However, many companies do not have a drug policy. You should do a drug test to see if your application does any illegal drugs. Why? Addiction can make people undependable and hamper your office work process. It is better to find these facts before hiring them. This will also give you an idea if the applicant ever lied to you about their addictions. If they lied, it speaks a lot about their character.
4. Always stay aware of FCRA class-action lawsuits
The FCRA is a federal law that prevents you from collecting a person’s credit reports. You can only do these checks after you have written consent from the applicant. Information, like bank records and criminal records, and such need prior permission. If you fail to get their consent, you can face legal issues. Stay aware of what these rules are before you start the background check. Do not forget these compliances, or things can get messy!
5. Know about the “ban-the-box” laws
Ban-the-box law stops employers from asking for an applicant’s criminal history. This provides fair job opportunities to all people. This law is now mandatory in many states of the USA. After the initial screening, you can ask for their criminal history. You can find out their criminal history if they get a fair shot at the job application. You need the applicant’s consent for this.
Even if you do find some criminal records, you can make your own decision about hiring. If the history does not bother you, and you like the candidate, you can hire them. Know if this law is applicable in your state to ensure you follow them.
6. Always talk to their previous employers for reference
One of the best practices during background screening is talking to previous employers. This helps you bring credibility to the applicant’s resume. It also helps you understand why they left their previous job. If the reasons were genuine or if they are a habitual quitter.