Many employers these days turn to computerized keyword searches as their primary source of pre-employment screening. However, this approach can lead to missing out on some excellent employees, and can also lead to sub-optimal applicants who simply know how to pad their resume with keywords.
Engaging in additional pre-screening best practices can improve your hiring process and defend your company against a poor applicant pool. Here are four such options you may want to keep in mind.
You should take the time to verify the job history of your applicants. This is an important aspect of pre-employment screening, and is unfortunately very often overlooked. Many employees falsify, exaggerate or misrepresent their past jobs to some degree, in order to make them look better. A person who was a customer service clerk, for example, might list their job as “shift supervisor,” justifying it based on experience, when their job title and duties don’t fit that descriptor.
You want your employees to have the proper training, knowledge and education to do their job. If they list certifications or degrees on their resume, take the time to check into these listings to ensure that they are, in fact, legitimate. There are many diploma mills out there who will issue advanced degrees and certifications for nothing more than a two-page paper.
By reaching out to the institutes listed on a candidate’s resume, you can verify that they do in fact have the training listed. This can save you from making a poor hire and having to address false information later on.
It never hurts to run a thorough background check on applicants. These checks can reveal previous addresses, social security fraud, presence on national registry lists and more. Remember as you run these checks, however, that you need to weigh any convictions against the job for which they are being considered, and look at how long ago the problems took place.
When running background checks you can turn up a lot of information on your applicants, but you have to be very careful not to stray into the realm of discrimination in hiring. Be sure that your applicants know up front that they will be subject to background checks.
Many employment sectors require drug testing as part of the pre-employment screening process and for others it merely represents a commitment to maintaining a drug-free work environment. It is within your rights to require screening as part of your hiring process.
Even in states where drugs like marijuana have been legalized, the employer still has the right to ensure workers are not under the influence at work. While drug screening may be uncomfortable, it can be an important part of maintaining an effective and efficient work force.
These options can greatly improve the efficiency of pre-employment screening for employers across the board.