5 Recruitment Best Practices to Boost Pre-Employment Screening Effectiveness

Posted on 06.22.2020

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Pre-employment screenings are one of the best ways to minimize hiring risk and improve the quality of your hires.

Statistics show that up to 98% of businesses conduct these screenings during the hiring process.

But are your pre-employment screenings as effective as they could be?

These five recruitment best practices will boost the value you get from screenings while creating a more efficient process for both employers and candidates!

  • Incorporate Pre-Employment Screenings with the ATS
  • Identify Necessary Checks Ahead of Time
  • Standardize the Process
  • Don’t Let Candidates Start Before the Screening Process is Done
  • Work with a Trusted Provider

According to JobScan, more than 98% of Fortune 500 companies use an applicant tracking system (ATS) to screen and filter job applicants.

Applicant tracking systems streamline the hiring process, saving time from start to finish. For instance, using an ATS, a recruiter could search through resumés for keywords. Some systems will also assign a ranking score based on specified criteria. Others allow employers to schedule interviews and mail rejection letters directly through the ATS.

By integrating background screening into your ATS, you can find the same efficiencies. An ATS helps avoid double entry and tracks what’s been completed and when throughout the whole hiring process.

You can see at a glance what background checks have been completed and which have not, and candidates can check what information they need to submit. This is especially effective for hiring in volume.

Know what screenings you will request before you begin the hiring process.

While this may seem standard, many companies wait until they have a candidate in mind to decide this. By determining the screenings you will ask for at the start, you can make sure all of your information and screening processes are in place (making it easier for the candidate), make sure that the hiring process is consistent and fair (i.e. no double standards – screenings for one candidate but not another), and you can even let potential candidates know what you will be asking for in the job advertisement itself.

For instance, if you are hiring for a driving position, you might say in the job ad “After the interview stage, we will require final candidates to submit to a driver’s license verification, police record check, and employment reference check.”

This also allows hiring managers to think through what checks are best for each role, rather than relying on rote.

Be consistent with pre-employment screenings. Don’t use different rules for different roles or different people.

While the exact screenings you use may vary (for instance, not every position will require a driver’s abstract or a criminal record check) at the same time, certain screenings are more standard — such as a reference check or an educational history verification. These can simply be used to verify candidate honesty and to create a more fulsome hiring decision.

Decide what screenings will be standard at your organization and make them consistent across hiring.

Plus, if you hire a lot for the same role (e.g. hiring in volume), make sure that all being hired for this complete the same process.

Some companies hire based on a gut feeling and while they might request screenings, they do so after the candidate has already started the position. Or they begin before the results come in.

This is one of those “better safe than sorry” situations because the risks outweigh the reward. What if you find out that a candidate lied on their resumé or was fired from a previous job for stealing? Or has a red flag on their driver’s abstract?

At this point, if they’ve already started, it’s much harder to deal with the problem. They’ve already formed relationships, other staff may be affected, clients may have met them. It can erode trust if an issue is found.

The solution: wait until the screenings are complete before starting the role. And work with a screening provider that offers fast turnaround times, so the process is sped up.

The final way to significantly boost the effectiveness of pre-employment screenings is to work with a trusted provider that is an expert in them!

Background check providers can help businesses determine what checks they need, when to run them, know what to ask for, and much more. A provider can become a partner in the hiring process that creates custom solutions for the hiring team.

This allows companies to find even more efficiencies and further improve the quality of hires.

If you’re considering providers, make sure to ask what checks they provide, where they get their verifications from, and whether they are a member of an accredited association (such as the PBSA – Professional Background Screening Association).

These five tips help create a better candidate experience and improve the results of pre-employment screenings.

Do you have any other tips you would share? Let us know on social media. Triton Canada is on Twitter, Facebook, and LinkedIn.

Triton Canada offers custom pre-employment screening solutions for businesses. Consider choosing us as your trusted provider. Reach out today: call 1-844-874-8667 or visit https://www.tritoncanada.ca/bu....