The Benefits of Pre-Employment Screenings: Part 2

Reduce Employee Turnover: Hire the Right People

Pre-Employment Background Checks help screen in employees who remain employed longer because employers are able to make the "Right Hire" the first time. Employers are able to hire the right people by increasing the accurate and objective information available to hiring managers. The information provided by a comprehensive background check enables employers to build a competent workforce and reduce the likelihood of hiring dishonest employees and employees with drug and alcohol problems. Gathering information from multiple sources provides a clearer understanding of the applicant's qualifications and reduces an employer's risks.

Avoid Negative Publicity

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). Because of the large number of applicants who make false claims, Criminal Record Checks, Prior Employment Verifications, Education Verification, License Verifications, and other research tools can reveal potential problem areas. Through careful and wise use of the information obtained in proper background checks, employers greatly reduce the risk of negative publicity.

In many cases there is little difference in the eyes of the public or the law between employees and volunteers who perform essential functions of an organization. Volunteers should be screened just as carefully as employees who would be performing similar roles. The public, courts, and regulatory agencies expect extra vigilance during the selection process of those who will be dealing with the infirm, the elderly, and children, as well as those who will have access to living quarters or residences. Such staff should be carefully screened. Proper background checks greatly reduce the likelihood of hiring a bad employee or volunteer, and thus they reduce the likelihood of negative publicity.

Meet Regulator , Insurance, and Customer Requirements

Many employers are required by government regulation, their insurance carriers, and/or their customers to conduct pre-employment screenings. To achieve all the benefits discussed above, employers should meet any external requirements and then seriously consider obtaining more complete background checks where appropriate. A complete pre-employment screening should include: 

• Social Security Search
• County Criminal Search
• OFAC Specialty Designated Nationals List/ Blocked Persons List
• Education Verification
• Prior Employment Verifications
• Comprehensive Report (position specific)
• Credit Report (position specific)
• DMV Records (position specific)
• Live Scan Fingerprints (position specific)

The Bottom Line: Success

Why do pre-employment screenings? The bottom line is that pre-employment background checks help an organization be more successful. That means greater profits to for-profit organizations and greater impact for non-profits. Thorough background checks help employers:

• Reduce the high cost of turnover by screening in employees who stay longer
• Reduce losses from employee theft, employee fraud, drug and alcohol abuse, absenteeism, workplace violence, and litigation
• Avoid wasted benefits
• Reduce training and employee development costs
• Increase productivity through hiring employees with better work habits, attitudes, policies, and practices
• Enhance professionalism by "screening in" appropriate workplace attitudes
• Decrease insurance costs
• Meet regulatory, insurance, and customer requirements

Background Check Benefits for Employees

An applicant applying to an employer who conducts thorough background checks will not be competing against applicants who lied about their experience or falsified their credentials.

Employers who conduct careful background checks are usually better organizations to work for. They:

• Are better managed
• Place greater value on employees
• Provide a safe workplace
• Are willing to invest in quality employees

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.