The pre-employment screening process involves gathering all the information necessary to make an informed hiring decision.
The process includes identifying candidates who meet predetermined job requirements and verifying their information.
You can learn about it online by typing, for example, pre-employment medical screening UK.
Pre-employment screening occurs from reviewing the application to making the final hiring decision. The following items are screened during this period:
- Required skills and abilities to succeed in the position they applied for
- Characteristics of personality and cultural fit
- On their resume, they provide legitimate information
A thorough pre-employment screening lets you know that you have selected the most qualified candidate and the best match for your company when the time comes to make an offer.
Purpose Of Pre-Employment Screening
It takes time to find new employees, and bad hires can have detrimental effects on the company, such as wasted expenses and decreased productivity.
Therefore, pre-employment screening is crucial to identifying qualified candidates among a pool of applicants. It provides three key advantages for your company:
Protect Your Organizational Health
The morale and productivity of a company are negatively affected when bad hires are made.
Pre-employment screening helps you make the right hire and reduce turnover in your organization.
Avoid Wasting Resources
New hires are recruited and onboarded at the cost of significant time and money.
It is costly to hire the wrong candidate – bad hires drain the budget by an average of €14,900. Employers can reduce expenses and time wasted by screening applicants.
Validate Information Critical to Candidates’ Success
Candidate resumes are unfortunately fabricated. As a result of due diligence, you are assured that the person you hire has accurate, verified credentials.
Types of Pre-Employment Screening
Some employers may give pre-employment tests. These are objective, standardized methods for gathering information about your ability to perform in the workplace. Types of pre-employment assessments include:
- Personality tests identify your characteristics. You can use these results to determine whether you match the workplace culture, and certain traits can indicate better performance in certain roles. Salespeople, for example, are generally extroverted and assertive.
- Tests of skills measure both hard and soft skills. When you take a soft skills test, you can be asked questions about your ability to communicate effectively or solve problems. The hard skill questions usually relate to the role you’re applying for. A computer programmer’s test might include questions about a specific coding language.
- A variety of cognitive abilities can be measured through aptitude tests. Still, the most common ones measure critical thinking, attention to detail, and the ability to learn and apply new information.
- A job knowledge test evaluates your technical or theoretical expertise in a specific field, such as marketing techniques or accounting principles.
- Integrity tests assess your reliability by asking questions about ethics in the workplace. It is common for interviewers to ask, “Do you agree with your employer’s policies often?”
- These tests measure how well you are able to build relationships and understand emotions, which are skills you may need in a variety of jobs. You may be asked to respond “Agree” or “Disagree” to statements like, “I accept responsibility for my actions,” or “I consider the impact my decisions will have on others.”
How To Prepare for Pre-Employment Screening?
Follow these steps to prepare for any pre-employment screening required by your potential employer:
Run A Background Check on Yourself
You can determine what potential employers will observe on your record by ordering a background check on yourself.
Your job may require you to obtain records from a variety of sources.
Report Inaccurate Information
There is a possibility that data from pre-employment screenings will be incorrect if something was filed incorrectly.
If you find inaccurate information in your screening, you should immediately contact the appropriate authority.
If there is something in your history that could potentially remove you from the application process, address it with the hiring manager, and explain how you are taking steps to improve.
Review Your Social Media
A recruiter may review your social media accounts during the hiring process.
If there is any information you would prefer to keep private, examine your accounts and change your privacy settings.