Over the years, we have received a fair share of questions about pre-employment screenings from hiring managers and recruiters.
While these screenings are a much more common part of the recruitment process today (studies show that 98% of companies use pre-employment screenings in some form) not all screenings are created equally.
We’ve compiled some of the most frequently asked questions (FAQs) that we receive about pre-employment screenings and are sharing the answers here so you can create the best hiring process possible for your organization.
FAQ #1:What is a Pre-Employment Screening?
As we mentioned, a pre-employment screening can have different definitions — not all are created equal. In essence, it is a background check that is run on a candidate you are looking to hire.
In most cases, a pre-employment screening includes a criminal history check and education or credential/licensing verifications where applicable.
However, your company’s internal pre-employment screening might involve other background checks too, depending on the role. For instance, cash and asset-handling positions might require a credit check. Drivers and people using company vehicles may need a driver’s abstract.
At Triton, we also offer more checks that can be incorporated into your pre-employment screening, including employment history verifications and reference checks.
FAQ #2: Why Should We Conduct Pre-Employment Screenings and Background Checks?
Sometimes, pre-employment screenings are thought to be invasive or not necessary, but this couldn’t be further from the truth.
Background checks help create a safer and more efficient environment for your employees and clients. They also help provide your customers with better services. They can reduce the risk of making a bad hiring decision, which can be a huge cost to an organization over the long term.
In some cases, industry regulations may require that a candidate have a certain license or credential. In this case, it’s only doing due diligence to verify that it’s true.
Beyond that, a thorough pre-employment screening is a way to assess a candidate’s honesty and suitability for the role. A recent survey from The Ladders found that 30% of people have lied or “bent the truth” on their resumé. People are most likely to lie about their work experience and technical skills.
FAQ #3: What is the Average Turnaround Time for a Pre-Employment Screening?
Time is a big factor in the recruitment process. You need to know how long a screening will take to get done.
The good news is that it is a lot faster to complete than it used to be thanks to online background check technology. This can give your organization enormous flexibility in its hiring.
However, the average turnaround time can depend on where you get your pre-employment screening.
For instance, if you conduct a pre-employment screening in-house, it may take longer due to people’s schedules, workloads, and so on.
If you work with a background check provider, times can vary depending on the provider.
So, to answer that question, we can really only use our own average turnaround times at Triton Canada. We are committed to providing industry-leading background check turnarounds. This includes:
· Criminal history check: 7 minutes
· Credit check: 4 hours
· Reference checks: 1 - 2 business days
· Education verification: 1 – 2 business days
· Employment verification: 1 – 2 business days
Additionally, at Triton, our criminal history checks are always done in less than 15 minutes. So, if you need a rush request, there is no need to fill out any special paperwork and no additional charge.
FAQ #4: At What Point in the Recruitment Process Should I Conduct a Pre-Employment Screening?
This answer can depend on internal policies and your own hiring process; however, typically pre-employment screenings are conducted at the end of the hiring process when you have made a hiring decision.
If an issue is found that precludes hiring that candidate, then you may run a background check on the runner-up.
Some organizations run background checks on several final candidates. The necessity of this may be determined through your own hiring process and consulting with your legal team, as different jurisdictions may have different rules.
FAQ #5: How Accurate is a Background Check?
The accuracy of a background check can depend on the source!
As with turnaround times, we can only speak to Triton’s accuracy, but if you work with Triton you can rest assured that you are accessing the most accurate information available.