Is Employee Screening a Good Idea?

In the world of businesses, large and small, just about everything you do is about the bottom line. From buying paper to purchasing ad spots, if the money you spend doesn’t ultimately become the money you earn, it’s time to develop a new strategy.

Many human resources and risk management departments are forced to answer the following question: Is pre-employment screening worth it? Most businesses agree that background checks and candidate screenings are important for eliminating undesirable applicants from a pool of candidates. But the thing is, it also costs a lot of money.

That means business administrators and HR personnel are forced to determine the return-on-investment (ROI) of employment screening and find ways to maximize the benefits of a screening campaign while minimizing the expenses.

The Benefits of Employment Screening
Background screening can provide a substantial ROI for businesses. Screening candidates helps protect the company from the high costs of employee turnover, occupational fraud, and catastrophic events that can mar the public image of any business. Screening is also an effective way to maintain the safety of your employees.

What is turnover? Turnover is a simple ratio of the number of employees you have to replace in comparison to the average number of people you employ in any established period of time. For example, if you hire 10 employees in March and have an average number of 60 employees that month, your turnover rate for that period is approximately 17%.

The higher the rate of turnover in your business, the more money you lose. The Employment Policy Foundation of Washington, D.C. has estimated that the average cost of turnover nationally, across all positions, is more than $13,000 per employee. That’s a lot of money going down the drain.

Occupational Fraud
To put it simply, occupational fraud occurs when an employee within your organization steals money. Fraud occurs at all levels of employment from the lowliest hourly worker to the company’s top executive.

The Association of Certified Fraud Examiners estimates that 6% of the nation’s combined revenues are lost to fraud every year in the United States. In addition, it has been reported that 30% of all businesses that fail, close as a result of theft or embezzlement from their own employees.

Catastrophic Events
Things like sexual harassment, workplace violence, and accidents that are the result of drug or alcohol abuse can all be categorized as catastrophic events, and they all contribute to major expenses that can severely and negatively impact a company’s bottom line.

The Workplace Violence Research Institute (WVRI) has estimated the annual cost to U.S. businesses “for instances of workplace violence alone,¬” to be around $36 billion.

The major benefit of employment screening is that it provides you background information on prospective employees, helping you determine the level of risk the company assumes when hiring a new worker. Knowing the risks in advance helps you prevent losses generated as a result of turnover, fraud, and catastrophic events and that saves you money, protecting your bottom line.

Restaurant Recruiters and the Employee Screening Process

When you are ready to hire a new chef or hospitality industry professional for your restaurant, you probably already have a good idea of what you’re searching for. You want someone with a quality education and years of experience. You want someone who will fit in with your existing team ” perhaps someone who can take the reigns and direct your cuisine and restaurant image to new heights. Most of all, you want to find restaurant employees you can trust.

Hiring in the Current Job Market

With more culinary and hospitality graduates entering the workforce than ever before, it seems as though employers seeking to fill their ranks with culinary and hospitality industry professionals should have no problems. However, anyone who has ever tried to handle the recruitment, interview process, and employee screening process to fill even a single position knows that finding and securing quality staff is no simple matter.

Part of the reason these difficulties abound is because of the time investment required in becoming your own restaurant recruiter. Restaurant owners and managers are notoriously good at their jobs; they handle the supervision of large numbers of staff, oversee the dining experience of their patrons, create marketing campaigns, and work with chefs to come up with great menus. However, there are only so many €hats€ a single person can wear, and spreading yourself too thin is never a good idea.

That’s where the restaurant recruitment specialists at JDeane Jobs come into the picture. They offer professional placement services that give you direct access to qualified, earnest prospective employees without the hassle of recruitment and screening. After all, you leave the food service up to the wait staff. Shouldn’t you leave the employee recruitment process up to someone whose sole job is just that?

Job Screening for Culinary and Hospitality Industry Professionals

When you bring on the restaurant recruiters at JDeane Jobs to supply you with potential candidates for your next job opening, you get the benefits of employment screening without any of the burden. It is a faster, easier way to find restaurant employees that will fit in with your establishment and your vision for the future.

When you find restaurant employees the traditional way, you are usually forced to wade through stacks of resumes and applications (especially if you posted on a job board or in the classifieds), the majority of which will not fit the stipulations you already specified were a necessity. In addition, this time-consuming process doesn’t always work, since you may overlook potentially strong candidates or let a few €undesirables€ slip by.

In this same time-intensive way, initial interviews are often used to determine the feasibility of the prospective employee. Considered a sort of €weeding out€ process, it all boils down to seeing how the candidates compose themselves and determining whether or not they are telling the truth about their educational and professional backgrounds. Oftentimes, these interviews only lead to second interviews, a lengthy process that you may not have time to even consider, let alone perform.

Fortunately, you and your restaurant are not alone. The restaurant recruiters at JDeane take over these activities for you, long before you even thought about finding a hospitality industry professional in the first place. In fact, JDeane’s services are designed to free you up to return to the more pressing business of running your restaurant. After an initial consultation with the JDeane staff, you are put into contact with only the most qualified prospective employees. The job screening has already been done for you, and all that’s left on your plate is making the right choice for your establishment.

Building Relationships

When comprehensive professional placement services are combined with a reputable name like JDeane, you also get access to a long-standing relationship that can fill all your employment needs in the future. By working with a restaurant recruiter you trust, you can find restaurant employees to fill each position as it opens ” no matter how many months or even years pass by in the interim.