Almost all workplace risk mitigation plans recommend background screening. Talent recruiters and human capital professionals know all too well how difficult it is to strike the right balance between candidates that on paper and perhaps in person look like the right fit for the organization and those that don’t. Today deciding on employment candidate is even more crucial; there are fewer resources dedicated to the recruiting phase. Many positions are opened out of sheer necessity despite organization-wide hiring freezes. The volume of qualified candidates keeps growing bigger. Lastly all hiring managers are looking for a guaranteed winner candidate. How do you get it right the first time?
I would describe the latest buzz in background screening methods and procedures. First, I would set the tone by listing basic guidelines:
- Residence Address History often used to conduct county criminal record checks and to cross check against other information provided in the application.
- Driver’s License Number and State (if conducting Motor Vehicle Check). If special licenses are required, list the type of license.
- Employment History should include name, address, and phone number of employer, position, department and job responsibilities, salary, supervisor’s name and title, start and end dates, reason for leaving, and permission to contact the employee
- Prior criminal history
- Prior credit history
- Educational History should include name, address, and phone numbers of the educational institutions, start and end dates, major or course of study, and completion status.
Now that you have the basic pillars we can begin to discuss new trends. The current state of the global economy has had mostly positive effects on the methods and measures of background screening… http://tinyurl.com/lbw4aw