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Misunderstandings About Pre-Employment Screening Services Explained PowerPoint Presentation
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Misunderstandings About Pre-Employment Screening Services Explained

Misunderstandings About Pre-Employment Screening Services Explained

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Misunderstandings About Pre-Employment Screening Services Explained

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  1. Misunderstandings About Pre-Employment Screening Services Explained

  2. Pre-employment screening services are frequently subject to myths and misconceptions. A portion of the misconceptions come from applicants, others are harbored by employers. But, most are due to the lack of fundamental understanding about the nature, process or laws encompassing employment screening services or background checks.

  3. To wholly understand the significance of pre-employment screening services, it is critical to expose the faulty judgments and understanding around background checks. The following slides are the most common ones .

  4. Online Networking Profiles Are Off-Limits For Background Screening This is a typical misinterpretation particularly among job candidates with upsetting online habits. They expect that scouts won't look at their online networking profiles. Despite the fact that this may have been valid before, employers are presently sensitive about workers' online conduct. They know this can affect their image somehow. As of now, most background checks concentrate on criminal records, education or past employment. However, hiring managers now request that background screening companies sift through candidates' online networking profiles. Any faulty conduct, for example, oppressive or disrespectful posts and foul pictures or recordings can make them rethink their hiring choices.

  5. A Criminal Record Means an Applicant can't be Hired Employers as well as job applicants have a tendency to have this misconception. Most hiring specialists think that by having a criminal record, an applicant shouldn't be hired. Most job seekers likewise feel that a criminal record implies they won't get the job. However this could not be true all the time. For one thing, the Equal Employment Opportunity Commission (EEOC) places certain limitations on when criminal records can be utilized to deny employment. One EEOC prerequisite is that the idea of conviction should straightforwardly influence the idea of the occupation. For example, a DUI may exclude somebody applying to be school driver, yet it can't be justification for precluding a future bookkeeper.

  6. All Employment Screening Companies gives Similar Information. One of the greatest misconceptions about background screening is that there is a universal cloud of criminal history that businesses pull from to run employment screening services. In reality, there are a wide range of criminal history registries out there, scattered all through various urban areas, regions, and states all through the nation. Other data, from a person's driving history to common court records, are comparatively scattered, which implies that one background check company may discover unexpected data in comparison to another. Diverse employers likewise utilize distinctive screening companies to run their background checks, and each company approaches the task a bit differently.

  7. A Lot of Employers Out There Don't Conduct Pre-Employment Screening Services This statement may have been accurate a decade ago, yet today, it's a hundred percent false. With the job market as clustered as it has been, and with businesses winding up plainly more aware of risks about hiring the wrong person and negligent-hiring lawsuits, you'd almost be unable to discover any business nowadays that doesn't require a background screening.

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