As an organizational leader involved in the recruitment process through which new members gain entry into your organization, you could just be gaining awareness on the need to conduct some form of employment background screening, as a part of your recruitment process.
You could just have learnt how much trouble a properly carried out employment background screening process can save an organization. In that regard, you could have heard something about how such a proper employment background screening process can save you from workplace crime, where poorly recruited employees turn around and take part in crime against their employers. You could also have heard on how proper employee background screening can save you from the cases where employees go berserk at the workplace, and start committing acts of violence against their colleagues and themselves. And you could have heard how proper employment background screening can save you from the activities of corporate saboteurs.
Having heard about all that, you could find yourself interested in implementing such a pre employment background screening process in your organization. And just before doing so, you could find information as to the most important elements that go into the making of a proper pre employment background screening process handy. It is those, then, that we proceed to explore.
The first important element of employment background screening is the criminal record check. The trouble and huge amounts of money a proper pre employment criminal record check can save an organization are simply unimaginable. The most important thing here is to ensure that you act on the results of the check. There have been cases where an organization conducts a criminal record check on a very attractive employment prospect, unearths some rather unsavory things - yet goes on to employ the person because of his or her 'attractiveness;' the results of the criminal record check notwithstanding. This beats the purpose of going to the whole trouble of conducting a criminal record check, if you are not willing to let its results influence your employment decisions.
The second important element of employment background screening is the employment history check. The potential employee will, of course, have presented you with their employment record through their curriculum vitae or resume. But you need to countercheck this independently, if you are to make any meaningful decisions based on it. What you need to establish here is not just which organizations the person in question worked with and in what capacities, but also why they left their previous employers. It is a sensitive area to be walking in, but you have no alternative but to do it if you are to make meaningful employment decisions.
The third important element of employment background screening is the educational history check. Again, the potential employee will have presented you with a list of educational institutions attended and achievements attained there. What you need to check out though, are their records with regard to things like conduct. You won't find anyone with an untainted educational history for sure, but there are some things - like violent tendencies during the schooling years - that you simply can't ignore.
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