Employment screening is an essential process that businesses use to verify a candidate’s credentials, employment history, and other critical information. It helps employers make informed hiring decisions and protects them from potential legal issues. However, employers must conduct employment screening carefully and ethically. In this article, we will discuss the dos and don’ts of employment screening.
The Dos of Employment Screening:
- Be Transparent About Your Screening Process
Employers should be transparent with candidates about their screening process. When posting job vacancies, provide a brief description of the screening process, including the types of checks you will perform. This transparency will help candidates understand the process and feel more comfortable in applying for the role.
2. Obtain Consent
Before conducting any employment screening, employers must obtain written consent from the candidate. Consent forms must be clear and concise, outlining the specific types of checks that will be performed. Employers must also explain how the information obtained will be used and how it will be kept confidential.
3. Verify Employment History and Credentials
Employers must verify a candidate’s employment history and credentials. This includes verifying the accuracy of the information on the candidate’s resume and conducting background checks, such as criminal record checks and education verifications. Verifying employment history and credentials is crucial to ensure that the candidate has the skills and experience required for the role.
4. Check References
Employers should check references to get a better understanding of a candidate’s work performance, work ethic, and character. Checking references is an effective way to obtain information about a candidate’s suitability for the role.
5. Use a Professional Screening Service
Employers should consider using a professional screening service to conduct background checks. Professional screening services have the necessary expertise and resources to conduct comprehensive checks, ensuring that all relevant information is obtained.
The Don’ts of Employment Screening:
- Don’t Discriminate
Employers must not discriminate against candidates during the screening process. Discrimination can occur in various forms, such as asking inappropriate questions, making assumptions about a candidate based on their appearance, or using criteria that are not relevant to the job. Employers must ensure that all candidates are treated fairly and equally.
2. Don’t Rely Solely on Social Media
Social media can be a valuable tool for employers to learn more about a candidate’s personality and interests. However, employers must not rely solely on social media to make hiring decisions. Social media can contain inaccurate or misleading information, and relying solely on social media can result in unfair and biased hiring decisions.
3. Don’t Conduct Invasive Medical Examinations
Employers must not conduct invasive medical examinations as part of their screening process. Medical examinations should only be conducted if they are relevant to the job and necessary to ensure that the candidate can perform the job duties safely.
4. Don’t Share Confidential Information
Employers must keep all information obtained during the screening process confidential. Information should only be shared on a need-to-know basis, and it should be stored securely. Sharing confidential information can result in legal issues and damage the employer’s reputation.
5. Don’t Delay the Screening Process
Employers should not delay the screening process unnecessarily. Delaying the process can result in losing top candidates, as they may accept offers from other employers. Employers should aim to conduct screening promptly while ensuring that all necessary checks are completed.
Employment screening is a critical process that can help employers make informed hiring decisions and protect them from potential legal issues. However, employers must conduct employment screening carefully and ethically. The dos and don’ts outlined in this article can help employers conduct employment screening that is fair, legal, and effective. By following these guidelines, employers can ensure that they hire the best candidates for the job while protecting themselves from legal issues.