It is important to have a systematic process for undertaking pre-employment screening. There are many agencies that can provide employers with support services. The process has to be controlled so that the privacy of the applicant is not unnecessarily invaded. When conducting Pre Employment Screening Houston, it is also important to follow the regulatory framework which is meant to ensure that employees are not exploited during the checks.
Most of the time small businesses are missed when it comes to dissemination of information about protecting themselves against internal fraud and theft. This is largely because these businesses are largely independent operators. Only occasionally are they involved with a chain, union or guild to pass on HR information.
Reality, of course, proved that there were worse things a potential employee could be, other than being a 'non-performer.' A potential employee could be, for instance, a criminal or a corporate saboteur - and faced with these kinds of people, a potential non-performer suddenly becomes a much better person to have. It is thus the system we now know as pre-screening was born.
Identifying an agency: It might be necessary to use the services of a third party agency when undertaking pre-engagement screening. There are many companies that are offering this service on the internet. The information that they provide is only as accurate as the records that they are accessing. For example, the criminal cases databases might not contain all the information that is required for the project. Likewise, there is a requirement that the applicant consents to the search if it involves private information.
And now, in the wake of increasing cases of workplace violence, is becoming increasingly necessary to include yet another element into the pre-employment evaluation process. There is thus the aspect of checking out for violent tendencies during the assessment process.
In tightening loopholes, you need to ask yourself: Does my business have an employment procedure? Is it worth my time to check out an employee? They have mostly been OK in the past... Do I check references? What should a professional pre-employment screen include?
The first reason is that violent tendencies, especially where the violence manifests in the workplace, don't always end up in the criminal records. As we all know, not everything that happens in the workplace is reported to the police. Some things are 'dealt with internally.' Therefore the fact that a person has no criminal record adducing to violent tendencies doesn't necessarily mean that they are safe. The impetus is on the organization, whenever reasons for suspicion arise, to dig deeper in trying to build up this aspect of the pre-employment examination process.
Does my business have an engagement procedure? You need to have an employment procedure. Many employers are remiss when it comes to employing staff. Often there is the "let's suck it and see" approach, or the "she'll be right" approach. A lot of the time as an employer, you need someone to fill a role quickly; someone to stand behind a counter and smile, carry tools or fill a spot on a production line. The perceived hierarchy of a job does not determine whether or not a pre-engagement screen should or should not be done. A lower ranked employee is just as likely to commit fraud or theft as a higher ranking employee.
Most of the time small businesses are missed when it comes to dissemination of information about protecting themselves against internal fraud and theft. This is largely because these businesses are largely independent operators. Only occasionally are they involved with a chain, union or guild to pass on HR information.
Reality, of course, proved that there were worse things a potential employee could be, other than being a 'non-performer.' A potential employee could be, for instance, a criminal or a corporate saboteur - and faced with these kinds of people, a potential non-performer suddenly becomes a much better person to have. It is thus the system we now know as pre-screening was born.
Identifying an agency: It might be necessary to use the services of a third party agency when undertaking pre-engagement screening. There are many companies that are offering this service on the internet. The information that they provide is only as accurate as the records that they are accessing. For example, the criminal cases databases might not contain all the information that is required for the project. Likewise, there is a requirement that the applicant consents to the search if it involves private information.
And now, in the wake of increasing cases of workplace violence, is becoming increasingly necessary to include yet another element into the pre-employment evaluation process. There is thus the aspect of checking out for violent tendencies during the assessment process.
In tightening loopholes, you need to ask yourself: Does my business have an employment procedure? Is it worth my time to check out an employee? They have mostly been OK in the past... Do I check references? What should a professional pre-employment screen include?
The first reason is that violent tendencies, especially where the violence manifests in the workplace, don't always end up in the criminal records. As we all know, not everything that happens in the workplace is reported to the police. Some things are 'dealt with internally.' Therefore the fact that a person has no criminal record adducing to violent tendencies doesn't necessarily mean that they are safe. The impetus is on the organization, whenever reasons for suspicion arise, to dig deeper in trying to build up this aspect of the pre-employment examination process.
Does my business have an engagement procedure? You need to have an employment procedure. Many employers are remiss when it comes to employing staff. Often there is the "let's suck it and see" approach, or the "she'll be right" approach. A lot of the time as an employer, you need someone to fill a role quickly; someone to stand behind a counter and smile, carry tools or fill a spot on a production line. The perceived hierarchy of a job does not determine whether or not a pre-engagement screen should or should not be done. A lower ranked employee is just as likely to commit fraud or theft as a higher ranking employee.
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You can find a summary of the benefits you get when you use pre employment screening Houston services at http://www.cypresswoodmanagement.com/onboarding right now.
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