The Importance of Pre-Employment Screening
Mr. Narayan (name changed), age 30, returned from the US and applied for a job at a Fortune 500 IT company based in India. With his impeccable credentials, he almost landed the project leader's job. The catch here is that he hadn't told the employer that he had been arrested for child molestation in the US. Mr. Narayan had assumed that the Indian company would never find this out. The irony for him was, the company did find out. It had entrusted the task of screening him to a Mumbai-based background screening company. This is where pre-screening employment plays a pivotal role.
Any organization's greatest asset is its employee base. It's the people that make or break a company. SOPs, equipment, and capital all come secondary. In such a scenario, the background verification process becomes pivotal to ensure the inflow of talent is as constructive as it can be for the organization.
Year after year, we read statistics stating how employees or candidates lie or fudge about their personal and professional details. These numbers, I can assure you, are only on a steady upward rise. Technological advancements are enabling candidates and employees to come up with innovative ways to fudge their credentials.
The Role of Background Screening
A lot of organizations have been attempting to contain this by engaging in employee background screening practices. Some are mandated to do so, while others learn from blogs or articles like these. For example, the RBI mandates background checks on all personnel recruited from other banks as dealers. Indian companies with an ISO 27001 certification require background verification checks conducted on prospective hires. In addition, firms based in the United States that outsource work to India have strict rules governing such checks.
Large or blue-chip companies now spend anywhere between INR 3,000 to INR 6,000 per candidate, while mid-size companies shell out anywhere between INR 1,000 to INR 2,000 per candidate. A paltry sum to pay considering the risk associated with employing a bad candidate, which is far higher than the money spent on these preliminary checks.
Pre-Hire Checks: The First Sieve
Pre-hire checks are the first sieve through which you must strain your potential candidates. You have to ensure that the candidate has not misstated his or her identity proof, educational credentials, job experience, and all other critical aspects based on which he or she has been considered fit for the role in discussion. Added to that, verifying the candidate's criminal history becomes important to avoid legal obligations as per the job's requirement.
Therefore, a pre-employment screening process acts as a vital instrument to trim down or do away with many of the risks related to hiring, such as fraud, embezzlement, theft, misappropriation, etc. It takes the guesswork out of the hiring process by providing objective evidence of the potential employee's personal and professional history.
The Need for Post-Employment Checks
Pre-employment checks make sense to all of us, but the million-dollar question remains: Why conduct a post-employment check when a pre-employment check has already been done? Now that's a fair question!
Pre-employment background checks are done as a way to shield the employer from investing in the wrong person. Post-employment background checks, also known as infinity screening, offer value to companies. Getting a post-employment screening ensures peace of mind for the employer. It gives the assurance that the employee base is maintaining the same high standards and that everything is status quo.
A candidate who had a clear background at the time of hire may commit crimes years after they have been employed. We assume pre-employment screening safeguards us, as we presume that the majority of all crimes will be committed by repeat offenders. However, statistics tell us otherwise. If you were to examine white-collar crimes, you will find that a majority of them are committed by people for the first time.
Conducting background checks on current employees is a way to demonstrate due diligence. Infinity screening may not alleviate negligent or criminal behavior; however, it surely is a deterrent. Regular drug tests for pharmacy employees may be a deterrent to employees flicking drugs, or a periodic credit check on a banker who may be getting trapped in loans and debts from embezzling funds for personal use.
Just because an employee's criminal or civil court records came out clean during joining doesn't mean they can't get embroiled in a criminal case later. That person you just hired may commit a crime after their employment begins. For logistics companies, you may have had your drivers' driving licenses checked during the time of hire; however, are you certain they still have their valid ID or haven't been involved in an accident case? In this case, the employee holding a valid driving license is critical to the job, and this needs to be periodically checked.
Screening for Senior Positions
Let's come to the senior positions! Many companies conduct basic screenings for their entry-level candidates, leaving out their mid-level and senior-level employee base. When you promote a mid-level associate to an important role, they take on new roles and responsibilities. As the level of responsibility grows, so does the risk for the employer. What if this employee placed in this significant role is a misfit for the position of authority? A simple rescreen of the employee to ascertain their fit for the additional levels of responsibility can help the organization mitigate risk and ensure a more secure workplace.
We recommend adding a post-employment process to your employment screening policy to help reduce your organization's risk over the long term. A few post-employment checks we recommend are criminal verification, ID checks, drug testing, and credit score checks. It is important to ensure that post-hire consent must be obtained in order to run post-hire checks.
Invest in pre and post-employment checks for your peace of mind and to safeguard your organization!
Read more at: https://www.jantakhoj.com/blog/someo...ing-up-on-you/
From India, New Delhi
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23Mr. Narayan (name changed), age 30, returned from the US and applied for a job at a Fortune 500 IT company based in India. With his impeccable credentials, he almost landed the project leader's job. The catch here is that he hadn't told the employer that he had been arrested for child molestation in the US. Mr. Narayan had assumed that the Indian company would never find this out. The irony for him was, the company did find out. It had entrusted the task of screening him to a Mumbai-based background screening company. This is where pre-screening employment plays a pivotal role.
Any organization's greatest asset is its employee base. It's the people that make or break a company. SOPs, equipment, and capital all come secondary. In such a scenario, the background verification process becomes pivotal to ensure the inflow of talent is as constructive as it can be for the organization.
Year after year, we read statistics stating how employees or candidates lie or fudge about their personal and professional details. These numbers, I can assure you, are only on a steady upward rise. Technological advancements are enabling candidates and employees to come up with innovative ways to fudge their credentials.
The Role of Background Screening
A lot of organizations have been attempting to contain this by engaging in employee background screening practices. Some are mandated to do so, while others learn from blogs or articles like these. For example, the RBI mandates background checks on all personnel recruited from other banks as dealers. Indian companies with an ISO 27001 certification require background verification checks conducted on prospective hires. In addition, firms based in the United States that outsource work to India have strict rules governing such checks.
Large or blue-chip companies now spend anywhere between INR 3,000 to INR 6,000 per candidate, while mid-size companies shell out anywhere between INR 1,000 to INR 2,000 per candidate. A paltry sum to pay considering the risk associated with employing a bad candidate, which is far higher than the money spent on these preliminary checks.
Pre-Hire Checks: The First Sieve
Pre-hire checks are the first sieve through which you must strain your potential candidates. You have to ensure that the candidate has not misstated his or her identity proof, educational credentials, job experience, and all other critical aspects based on which he or she has been considered fit for the role in discussion. Added to that, verifying the candidate's criminal history becomes important to avoid legal obligations as per the job's requirement.
Therefore, a pre-employment screening process acts as a vital instrument to trim down or do away with many of the risks related to hiring, such as fraud, embezzlement, theft, misappropriation, etc. It takes the guesswork out of the hiring process by providing objective evidence of the potential employee's personal and professional history.
The Need for Post-Employment Checks
Pre-employment checks make sense to all of us, but the million-dollar question remains: Why conduct a post-employment check when a pre-employment check has already been done? Now that's a fair question!
Pre-employment background checks are done as a way to shield the employer from investing in the wrong person. Post-employment background checks, also known as infinity screening, offer value to companies. Getting a post-employment screening ensures peace of mind for the employer. It gives the assurance that the employee base is maintaining the same high standards and that everything is status quo.
A candidate who had a clear background at the time of hire may commit crimes years after they have been employed. We assume pre-employment screening safeguards us, as we presume that the majority of all crimes will be committed by repeat offenders. However, statistics tell us otherwise. If you were to examine white-collar crimes, you will find that a majority of them are committed by people for the first time.
Conducting background checks on current employees is a way to demonstrate due diligence. Infinity screening may not alleviate negligent or criminal behavior; however, it surely is a deterrent. Regular drug tests for pharmacy employees may be a deterrent to employees flicking drugs, or a periodic credit check on a banker who may be getting trapped in loans and debts from embezzling funds for personal use.
Just because an employee's criminal or civil court records came out clean during joining doesn't mean they can't get embroiled in a criminal case later. That person you just hired may commit a crime after their employment begins. For logistics companies, you may have had your drivers' driving licenses checked during the time of hire; however, are you certain they still have their valid ID or haven't been involved in an accident case? In this case, the employee holding a valid driving license is critical to the job, and this needs to be periodically checked.
Screening for Senior Positions
Let's come to the senior positions! Many companies conduct basic screenings for their entry-level candidates, leaving out their mid-level and senior-level employee base. When you promote a mid-level associate to an important role, they take on new roles and responsibilities. As the level of responsibility grows, so does the risk for the employer. What if this employee placed in this significant role is a misfit for the position of authority? A simple rescreen of the employee to ascertain their fit for the additional levels of responsibility can help the organization mitigate risk and ensure a more secure workplace.
We recommend adding a post-employment process to your employment screening policy to help reduce your organization's risk over the long term. A few post-employment checks we recommend are criminal verification, ID checks, drug testing, and credit score checks. It is important to ensure that post-hire consent must be obtained in order to run post-hire checks.
Invest in pre and post-employment checks for your peace of mind and to safeguard your organization!
Read more at: https://www.jantakhoj.com/blog/someo...ing-up-on-you/
From India, New Delhi
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