Employee screening is a necessity in any business, big or small. It is the process of getting to know the company’s applicants, and if they are fit for the position they are applying for in the company. During the process, an employer or the company’s HR personnel will determine if an applicant is presenting the right information in his resume. The process will establish whether or not correct or contradictory information has been given and whether or not this applicant will be contributing positively to the attainment of the company’s objectives.
The employment process could range from psychometric, medical, and background checks and testing. Some applicants may practice answering tests that are required for the position to be filled. Screening is a very important part for any job hiring process as it allows a human resources officer or manager to evaluate an individual applying for a position.
It is basic to know information about people who are being considered to work in a company. Hence, the essential benefit of employee screening is the hiring of employees who are most likely to perform well. Good performance can be in the form of increasing the company’s revenue when the person hired is actually skilled in a certain field that is required by the company. Aside from getting a skillful worker, the employee screening process can determine if the job candidate is mentally and physically fit for the job.
These days, employers are recognizing the value not only of an employee’s diligence but also the person’s capacity to perform the job in the right place, at the right time and with the right state of mind. Employment screening is, thus, an exploration of the total character of the applicant and how this character can be a positive or negative influence on the achievement of the company’s goals.
However, this process is crucial to any individual or company as it involves a lot of aspects to be considered. One example is the legal procedure. Employment screening would involve getting to know the lives of the applicants to a certain extent.
It can be very hard for the one conducting the screening to verify the truth behind the information presented by the applicant if the means to make such verification are limited. Sometimes, the applicant is made to sign a document authorizing the company to get information about the person from schools he has attended or from another company or employer. Yet, there is no legal basis for this because of an existing non-disclosure contract between the applicant and the previous company. In the case with the school records, more requirements aside from the document signed between the one conducting the process and the applicant.
These are just few major examples of employment screening advantages and disadvantages. Getting the right information from reliable resources will help employers. Always ask for appropriate and basic requirements that shall be the basis of information that you need. Most of all, create a systematic selection process with a unique style that is effective enough to determine the candidate capacity. Sometimes, having a standard process can let the interviewee tell the whole truth. It is not making the system excruciating but rather a resourceful mean of practice in hiring. Reaching out to other companies for information is costly. Find a way to do the process right, legal, and effective.