The Benefits of Pre-Employment Screenings: Part 1

Increase Applicant and New Hire Quality

The first benefit of background checks that most businesses see is an increase in applicant quality. Companies that utilize pre-employment screenings often see an almost immediate improvement in the quality of applicants once it is advertised that they conduct thorough background checks. A complete employee screening process:

• Results in fewer applications with serious discrepancies
• Discourages applicants who are trying to hide something
• Increases applications from applicants who want to work in a safe environment
• Increases the quality of new hires due to an improved applicant pool and improved selection process

Reduce Violence in the Workplace
Prior history is a good indicator of future performance. Background checks are used by employers to identify applicants prone to unacceptable workplace behavior. Background check tools such as Criminal Record Checks, Prior Employment Verifications, Education Verifications, License Verifications, and other research tools can reveal potential problem areas. 

Protect Against Neglegent Hiring Liability

Because employers have a moral and legal obligation to provide a safe work environment, knowing whether a potential employee has been involved in criminal or dishonest activity (such as drug or other substance abuse, reckless behavior, theft, or dangerous and violent behaviors) allows the employer to better determine if an applicant is appropriate for the job and work environment. Pre-eimployment screenings allow an employer to better determine if an applicant poses a potential threat to other employees or customers.

Background check tools such as Criminal Record Checks, Prior Employment Verifications, Education Verification, License Verifications, and other research tools can reveal potential problem areas and provide documentation that an employer has taken "reasonable care" in the hiring process. Thorough background check documentation is an important element in reducing negligent hiring liability.

NOTE: If Your Employees:

•   Access consumers' financial, medical, or personal information

•   Access consumers' living quarters or residences

•   Work with the infirm, the elderly, or children

•   Work with hazardous materials

•   Are responsible for the safety of themselves and others

You are generally expected by the public, the law, and the courts to be extra-vigilant when screening employees.

Reduce Employee Dishonesty Losses

Prior history is a good predictor of future performance. Background checks are used by employers to verify the freely volunteered information provided by applicants (usually through a resume or job application). Background check tools such as Criminal Record Checks, Prior Employment Verifications, Education Verification, License Verifications, Drug Screening and other research tools can reveal potential problem areas. Through careful and wise use of the information obtained in complete background checks, employers greatly reduce or eliminate the risk of employee dishonesty losses by avoiding individuals who exaggerate or falsify credentials on resumes and job applications and reduce drug-related theft by encouraging a drug-free work environment.

Screen Employees With Access to Livign Quearters

All employees (including temps, part-time workers, contractors and volunteers) who have access to consumer residences or living quarters should be backgrounded. A background check, or application verification, confirms the information provided by the candidate using independent sources such as criminal and civil court records, prior employer records, educational institution records, and credit or motor vehicle reports.

While it may seem unfair, the courts have repeatedly found employers responsible for the criminal actions of employees on the job, and, in some cases, off the job. The average award in security (personal safety) negligent hiring cases is more than $1 million. Essentially, the courts see a background check as cheap insurance against repeated criminal actions.


Note
Keep in mind that, though performing pre-employment screenings may contribute to a more honest applicant pool, employers or HR departments will most likely not give out character references on former employees. This is because if an applicant is not hired based on a reference given by a former employer, that applicant can sue their former employer. It seems completely ridiculous; however, there is nothing that would prevent an individual from doing this. In order for a company to avoid the costs of going to court, they simply will not comment on a former employee's behavior; even if that behavior is extremely relevant towards the applicant's credibility. 



The information presented here has been gathered from our own experiences with performing pre-employment screenings as well as information from A Matter of Fact.