Pre-employment is an essential step in the hiring process. It is a way of verifying an applicant's information and technology nowadays made the process even a lot easier. But we should not forget the essential pointers in the pre-employment screening process, that will be presented in the following slides.
All applicants should be treated fairly. It is stated in the Fair Credit Reporting Act (FCRA) guidelines that any applicant should not be discriminated regarding their physical, psychological, mental and psychosocial status. All the decisions in the hiring process should be reinforced by facts and basis, in order to prevent any discrimination issues.
Inform the applicant and ask for their consent. Remember, all background check verification requires a written an informed consent from the applicant. Meaning to say that they are well informed and understand the process. It is also in the FCRA guidelines.
The applicant must have a copy of the Background Check report. Under the FCRA guidelines, we should give an exact copy of the results of the background check report to the applicant. This helps the applicants know their rights and detect or prove any inaccuracies in the results.
Never forget federal search. A federal search is the best way to identify applicants involved in federal crimes. Because federal crimes like fraud, kidnapping, bank robbery, embezzlement and more may not be reflected in the county, state, or national searches.
Background check results should be discarded securely. We don't want the information in the report to be misused, read or reconstructed. That is why it should be disposed securely, it can be shredded, pulverized, burned or suitably destroyed.
To know more regarding pre-employment screening and where you can get the best background check software, don’t forget to visit https://www.intelifi.com/technology/emerge/ or call (800) 409 -1819