The small business sector is a huge area of employment in any economy, and it is often the one left behind as far as information is concerned, by the big players. Small businesses are just as prone to internal fraud, theft, and stealing of intellectual property and information as any other larger business. However, a venture that appreciates the paradigm shift that is Pre Employment Screening Houston significantly depletes its exposure to such risks.
In the current rapid and competitive business world, the worst thing that a potential employee could be is a 'non-performer.' Steps would, therefore, be taken to ensure that no potential non-performers got into the organization, through things like administration of the various tests. Where references were checked, it would still be with the aim of verifying competence, and nothing else.
The application form should indicate clearly that the offer of a job is subject to satisfactory references. The refusal of a response from the referee should not be presumed to be negative unless there are other issues raised. Instead, the applicant should be requested to provide alternative references.
Identifying an agency: It might be necessary to use the services of a third party agency when undertaking pre-engagement screening. There are many companies that are offering this service on the internet. The information that they provide is only as accurate as the records that they are accessing. For example, the criminal cases databases might not contain all the information that is required for the project. Likewise, there is a requirement that the applicant consents to the search if it involves private information.
And now, in the wake of increasing cases of workplace violence, is becoming increasingly necessary to include yet another element into the pre-employment evaluation process. There is thus the aspect of checking out for violent tendencies during the assessment process.
In tightening loopholes, you need to ask yourself: Does my business have an employment procedure? Is it worth my time to check out an employee? They have mostly been OK in the past... Do I check references? What should a professional pre-employment screen include?
The provision of pre-employment screening is an important service for employers. It allows them to assess the background of the applicants so that they can fit them into the organization. It also reduces the risks associated with employing new people within a diverse pool of applicants. Most companies cannot undertake this task without external assistance. Therefore the outsourcing model is favored in these circumstances.
Does my business have an engagement procedure? You need to have an employment procedure. Many employers are remiss when it comes to employing staff. Often there is the "let's suck it and see" approach, or the "she'll be right" approach. A lot of the time as an employer, you need someone to fill a role quickly; someone to stand behind a counter and smile, carry tools or fill a spot on a production line. The perceived hierarchy of a job does not determine whether or not a pre-engagement screen should or should not be done. A lower ranked employee is just as likely to commit fraud or theft as a higher ranking employee.
In the current rapid and competitive business world, the worst thing that a potential employee could be is a 'non-performer.' Steps would, therefore, be taken to ensure that no potential non-performers got into the organization, through things like administration of the various tests. Where references were checked, it would still be with the aim of verifying competence, and nothing else.
The application form should indicate clearly that the offer of a job is subject to satisfactory references. The refusal of a response from the referee should not be presumed to be negative unless there are other issues raised. Instead, the applicant should be requested to provide alternative references.
Identifying an agency: It might be necessary to use the services of a third party agency when undertaking pre-engagement screening. There are many companies that are offering this service on the internet. The information that they provide is only as accurate as the records that they are accessing. For example, the criminal cases databases might not contain all the information that is required for the project. Likewise, there is a requirement that the applicant consents to the search if it involves private information.
And now, in the wake of increasing cases of workplace violence, is becoming increasingly necessary to include yet another element into the pre-employment evaluation process. There is thus the aspect of checking out for violent tendencies during the assessment process.
In tightening loopholes, you need to ask yourself: Does my business have an employment procedure? Is it worth my time to check out an employee? They have mostly been OK in the past... Do I check references? What should a professional pre-employment screen include?
The provision of pre-employment screening is an important service for employers. It allows them to assess the background of the applicants so that they can fit them into the organization. It also reduces the risks associated with employing new people within a diverse pool of applicants. Most companies cannot undertake this task without external assistance. Therefore the outsourcing model is favored in these circumstances.
Does my business have an engagement procedure? You need to have an employment procedure. Many employers are remiss when it comes to employing staff. Often there is the "let's suck it and see" approach, or the "she'll be right" approach. A lot of the time as an employer, you need someone to fill a role quickly; someone to stand behind a counter and smile, carry tools or fill a spot on a production line. The perceived hierarchy of a job does not determine whether or not a pre-engagement screen should or should not be done. A lower ranked employee is just as likely to commit fraud or theft as a higher ranking employee.
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