Most employers have in the recent past undergone so many losses as a result of occupational fraud and other employee-related crimes. The main reason that can be attributed to this is that either these employers did not carryout pre-employment screening during hiring or they never did it appropriately. Toady pre-employment screening has gone past just simple and short phones and references. Through proper pre-employment screening, a company whether small or big is capable of raising to better standards their security details, eliminate corporate scandals and shun workplace violence.
Pre-employment screening involves the use of background checks, psychometric testing and drug testing to be able to determine the identity and background information or status of a prospective employee. In most states, it has been legalized that any employer has to undertake pre-employment screening. Even without the enforcement, this activity acts a shield for the employer in being able to avoid any threats that might be imposed onto their company as a result of bad employees. In conducting pre-employment screening, there are certain precautions, which have to be taken so that the exercise is fair to the potential employee and also successful to the employer. The employer has to ensure that the exercise is in conformation to the Fair Credit Reporting Act and The American with Disability Act.
1. Fair Credit And Reporting Act (FCRA)
This precaution requires that the small business have the employees sign a disclosure form, which grants the employer the authority to conduct a pre-employment screening on any potential employee. As the name suggests, the FCRRA includes the credit reports as well as all the consumer reports. However, various states have their restrictions and guidelines on the extent or the kind of information, which can be used during pre-employment screening.
2. The American With Disabilities Act (ADA)
In America, the Equal Employment Opportunity Commission defines a person with a disability as one who:
Possess any physical or mental deformity that substantially limits one or more life activities, has a record of such deformity or is assumed as having such a deformity.
Under the DDA, employers are prohibited against using medical or data related to disability. This law covers those companies with employees ranging from fifteen onwards in number both in state and local governments.
The information that can be included in pre-employee screening are like credit records, personal reference, academic records, social security number, workers compensation, criminal records and driving records.
3. Out-sourcing
For accurate and complete information, it is always advisable that an employer hires the services of an outsider preferably a firm to conduct the exercise. The firm or the individual should be able to conduct the exercise with regard to the legal as well as the state and federal requirements.
These Precautions of pre-employment screening are vital for the smooth operation of a business organization. If taken into consideration while conducting the exercise, they can be able to facilitate significant growth for the organization as a result of recruiting the right and efficient workforce.
