Of all the care that goes into describing the qualifications for an open position at your company, one is almost always taken for granted and goes unmentioned: good character. We make that assumption because it’s almost always true. Almost.

But a faulty assumption about a candidate’s personal habits or ethics can ultimately have serious repercussions for the business. If an employee has access to company supplies or company data, if they engage directly with customers or handle money, the consequences of bad behavior or personal failings can cause lasting harm.

Key steps in job candidate screening should confirm your assumption that a prospective employee has the personal qualities – as well as the professional qualifications – for the job.  Here they are:  

Why Candidate Screening is Necessary when Hiring

Resumes are unlikely to come with a warning from the candidate about their past mistakes. (Someone in a half-way or recovery program who shares that fact may be one of the more candid candidates you get.) That’s because the overwhelming majority of people are honest and diligent and well-intentioned.

You don’t need to be suspicious of everyone. Instead, treat everyone equally and perform the same checks on everyone. This does more than avoid the appearance of discrimination. It also gives you the best chance of keeping a superficially attractive but deeply problematic person out of your organization.

This also lets all your employees know that no one is above the standards you expect for personal conduct, regardless of their role or position in the org chart. While sharing an employee handbook can indemnify you from some potential liabilities, a complete set of background checks demonstrates your best efforts at due diligence in the unfortunate event that an employee causes legal action to be brought against the company.

Criminal Background Checks Made Easy

A criminal background check may seem like a serious escalation. But it is actually one of the least intrusive. A good applicant tracking system (ATS) will easily integrate with a criminal background checking service. No effort is required of the candidate to run the check, and it doesn’t take much on the part of your HR team either.

Such a check is an absolute necessity for certain roles like security personnel, hotel service workers, or in-home healthcare providers. And patterns of minor infractions may reveal something about applicants for less sensitive jobs.

Be sure to disclose at the outset that you will be conducting such checks. Some candidates may choose to take themselves out of consideration as a result. And that’s probably best for everyone.      

Regarding Reference Checks

One of the reasons employee referrals for open positions are so valuable is because they come via a chain of trust. Even then, be sure to get references for every candidate and follow up with those references.

In all other cases, references count for even more. Professional references can vouch for a candidate’s skills and their behavior in the workplace. Personal references can speak to a candidate’s personal qualities like self-discipline, candor, and temperament. When you conduct such checks, include questions to confirm that the reference is also being open.

Depending on the role, you might also consider a credit check. Jobs that involve handling money or client accounts can present temptations that test a person beyond their limits. Financial difficulties aren’t a sign of bad character, but may be a bad fit with the responsibilities of the job.     

Looking for More Than Drugs

Just as criminal background checks are critical for some positions, drug testing can be a necessity. Any position that involves heavy machinery or dangerous working conditions demands that applicants be drug tested. But if candidates for any jobs are to be tested, they should all be tested, for several reasons.

A cohesive workplace means uniform standards for everyone. While a negative test result can be absolutely disqualifying for some roles, it can at least raise questions about a candidate’s suitability for other positions at your company. Even if the hire won’t be a potential danger to others, you need to consider if they’ll be able to consistently perform up to the level the job demands.

And, just as a credit check can reveal outside financial pressures, a negative drug test can suggest impulses that may lead to poor decisions or even criminal behavior. At a minimum, such tests are an aid to judgment.            

Checking Out VensureHR

Candidate screening is a critical part of recruitment, to protect your people and protect your business. The right technology can make it easier, whether that’s conducting a criminal background check or scheduling a drug test, all inside the recruitment dashboard. Yet many companies rush past these critical steps to secure the talent they need.

As one of the nation’s leading Professional Employer Organizations (PEOs), VensureHR can take that weight off your shoulders and help you get the people you need. VensureHR is expert in HR management, along with every aspect of workforce administration. This expertise frees your company to focus on running your core business and growing it.

By partnering with VensureHR, you also gain access to technology platforms that drive efficiency with a minimum of hassle and get employees up to maximum productivity fast. To learn all VensureHR can do for your business, schedule a consultation today.