Do you review your Employee Screening Policy on an annual basis?
Do you explain to candidates and employees why employee screening tests are conducted?
Is your screening policy job specific? An example of this would be a candidate with a drunken driving charge. It would be reasonable to exclude him from a position of driver but NOT of a cleaner.
Does your employee screening policy include the screening of outsourced employees; e.g. security officers, cleaners, IT contractors, etc?
Does your employee screening policy include in-service screening of existing employees?
Does your screening policy include personality profiling and/or integrity assessments?
Is your candidate consent form POPI compliant?
Are the turn around times from your screening supplier in line with your recruitment policy?
Time is Up!