Screening before Hiring

In today’s competitive environment, it has become essential to find the ‘right fit’. Hence, HR today has become overtly cautious and is indulging in extensive background checks before bringing a prospective employee on board. It has become imperative to confirm and reconfirm a candidate’s credentials, his/her character and his/her proposed experience before it’s too late.

Organizations today have become highly alert and are ready to do anything to have the kind of employees on board. The market is booming and the IT industry has witnessed a phenomenal growth and hence, it has become important to ensure that best quality professionals were getting inducted into the organization. It was a customer centric initiative to establish credibility with respect to the caliber of the people they recruit in the organization. In a well known IT company the pre-employment check, more popularly referred to as the ‘Background Check Process’ is a very critical part of the recruitment procedure. Employees are not allocated to projects without the background check being cleared for the employee.

In another Training and Staffing Solutions company, hiring is done only on referral basis and hence it becomes imperative to have referral checks as the first step in the entire pre-employment procedure. Every necessary check is done before calling the candidate for the interview. This company gives more weight age to job performances, work ethics, attendance at work and attitude. Hence, pre-employment checks form the first step. In Xerox, it is mandatory to conduct such screening and it is an auditable process. They collect detailed information about his/her candidature, personal and professional history and analyze it well.

These checks are important because they allow better informed and less subjective evaluations to be made about a person. Integrity and performance on the job are some of the important factors today. With the advent of new MNCs into India, it is getting rather important to do pre-employment checks as companies investing heavily in India cannot risk taking employees with dubious backgrounds. The above is practiced by an organization which is into recruitment for senior level positions it becomes all the more pivotal since these candidates are going to be in strategic/leadership positions and are accustomed to a lot of confidential information.

Pre-employment screening was traditionally done by the police but is now most often purchased as a service from small private business that specifically render such services. Information usually includes past employment records credit worthiness and criminal history. But most companies have their own kinds of checks that they follow prior to recruiting any new hire.

At Patni computers, pre-employment screening is outsourced to a third party with clear ‘Service Level Agreements’ (SLAs) defined. Their screening usually consists of educational qualifications check, previous experience check and database (criminal and credit) checks.

At Enhanzee, Employment Verification means ensuring that the selected candidate actually worked in the positions listed in the application resume, cover letter or otherwise cited by the candidate that quality him/her for the position sought. Background checks, employment verification documents, reference checks, character and personal reference checks are amongst the various checks that are performed in that organization before hiring. And all these procedures are done by their in-house HR team.

They check on various factors like performance on the job, ability to work with teams, integrity, leadership abilities, and ability to take tough decisions, commitment and areas of development which may be a deterrent to a prospective employee’s performance.

Organizations in India can benefit tremendously from an employee screening program. Decreased turnover, reduced expenses and elimination of risks of theft and fraud are just some of the advantages. Being employers, it is up to them to provide their employees a safe and secure working environment. Hence, it is their job to reject those people who might have violent or criminal records. They must be sure about the quality of our software professionals and having clear cases on board makes it that much easier to practice integrity as a value in each of their actions. The only drawback of this practice is the delay in actual allotment that happens due to stringent SLAs. However, breaking up the process into parts is done so that essential checks are completed without delay.

This procedure saves a lot of time wasted in conducting too many interviews. Once all the necessary checks are done, only a few short listed candidates are called for, which saves time and energy. The most important virtues an employer looks for in any candidate are honesty and integrity because all the other traits can be acquired but these can be inherent traits. Pre-employment screening is one way of getting closest to understanding the person’s profile on such accounts.

Today, organizations are being more and more cautious because they do not want to bear the brunt of a faulty recruitment process and bring a misfit aboard and to these organizations, pre-employment screening is a boon as they are employing people almost everyday, every hour.

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