Designing an Employee Background Screening Policy
How should one design an Employee Background Screening Policy for the organization?
Factors to Consider for HR Heads
What are the factors an HR Head should consider in crafting the pre-hire Employee Background Screening Policy for the organization? How can one ensure that the policy covers all employee-related risks, and also other risks, if there are any? Are there any pointers?
From India, Gurgaon
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How should one design an Employee Background Screening Policy for the organization?
Factors to Consider for HR Heads
What are the factors an HR Head should consider in crafting the pre-hire Employee Background Screening Policy for the organization? How can one ensure that the policy covers all employee-related risks, and also other risks, if there are any? Are there any pointers?
From India, Gurgaon
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Types of Employee Background Verification
Generally, three types of employee background verification are done, which are:
1. Educational Verification
2. Employment Verification
3. Criminal Check
Designing the Screening Policy
Now, for designing the screening policy, you need to determine your objectives for screening first. Based on the analyzed objectives, you need to design the policy. The following are the key points to keep in mind while creating the background verification policy:
- Analyze whether each newly hired employee needs to be screened on the above-mentioned verifications, or if you need to categorize them into different sets of employees. For example, if you are hiring an 8th-grade pass office boy, you may not need to conduct educational verification. Similarly, if you are hiring someone for a top-level position, you may not need to perform a thorough criminal check.
- For educational verification, determine whether you need to verify all the given credentials or just the higher education.
- For employment verification, decide whether you want to verify the entire employment history of the candidate or just the last two/one employments.
- Select a trusted and well-renowned third-party agency for the background verification.
- While designing the policy, consider the budget as third-party agencies generally charge on a 'per verification' basis. For example, one employment check may cost you Rs. XXX, and two will cost you Rs. XXX+XXX. Budget is a crucial aspect to consider when creating the policy.
I hope this addresses your query.
Regards,
Ashutosh
From India, Kollam
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68Generally, three types of employee background verification are done, which are:
1. Educational Verification
2. Employment Verification
3. Criminal Check
Designing the Screening Policy
Now, for designing the screening policy, you need to determine your objectives for screening first. Based on the analyzed objectives, you need to design the policy. The following are the key points to keep in mind while creating the background verification policy:
- Analyze whether each newly hired employee needs to be screened on the above-mentioned verifications, or if you need to categorize them into different sets of employees. For example, if you are hiring an 8th-grade pass office boy, you may not need to conduct educational verification. Similarly, if you are hiring someone for a top-level position, you may not need to perform a thorough criminal check.
- For educational verification, determine whether you need to verify all the given credentials or just the higher education.
- For employment verification, decide whether you want to verify the entire employment history of the candidate or just the last two/one employments.
- Select a trusted and well-renowned third-party agency for the background verification.
- While designing the policy, consider the budget as third-party agencies generally charge on a 'per verification' basis. For example, one employment check may cost you Rs. XXX, and two will cost you Rs. XXX+XXX. Budget is a crucial aspect to consider when creating the policy.
I hope this addresses your query.
Regards,
Ashutosh
From India, Kollam
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Employee reference policy.doc