Once your organisation has decided that Employee Screening and Background Checks will form an essential part of the company’s Recruitment and Human Resources process, it’s critical to ensure that this becomes company policy.
Each and every organisation has the right to protect itself from dishonest or unqualified candidates, which may expose the company to financial and reputational adversity.
However, organisational leaders must also ensure that employee screening is a structured and accepted part of the process. A poorly planned, haphazard approach will expose your company to criticism, employee dissatisfaction and even legal action.
One of the most effective ways to avoid these problems is to make background screening an accepted and standard part of company procedure through the implementation of a carefully considered background screening policy based on best practices.
Such a policy shows a company’s clear intention to protect both its employees and customers as a matter of procedure. Adoption of best practices demonstrates that the company applies its screening standards fairly, with cause, without prejudice and in compliance with all legal requirements.
It’s also to ensure that Employee Screening is seen as part of the company culture and to conduct tests at regular intervals with new and current employees. Ongoing Employee Screening (also known as in-service screening) should take place on an annual basis.
We recommend that companies create an Employee Screening Policy so that employees understand this to be a normal company procedure, which not only protects their employer, but them as well. The negative impact of theft and fraud can bring an organisation to its knees and result in job losses. So these processes also protect people’s jobs.
Employee Background Screening is actually a very quick and simple automated pre employment screening process that can be outsourced to a third-party employment screening services company such as Uphando, which offers a range of services that extend into every aspect of proactive and reactive screening, for optimum employee performance, loyalty and integrity.
Employee Screening and Vetting is legal and is an acceptable part of any company’s recruitment and employment process. All employees or prospective employees must be made aware of the policy. Of course anyone can refuse the process, but they are unlikely then to be seen as a viable candidate for employment. Employers do have a right to protect their own organisations.
Employees consent to the screening process by signing an Indemnity Form on application. This allows the Employer to do the necessary research on data that is not in the public domain such as Criminal Records and Credit History.