What employment screening best practices does your staffing agency use to ensure high quality hiring for your clients? Staffing companies are in a unique position when it comes to compliance, quality, security, and responsibility. Although they are not the host organization or in charge of the actual worksite where an employee will be assigned, agencies do act as co-employers in contract and temp-to-hire situations. Missing an important detail during screening can have serious consequences for a staffing company’s credibility and revenue potential. Here are a few suggestions for making employment screening as effective as possible.
#1 Add SS Fraud Detection
It’s not legal to run applicants through E-Verify to identify whether they are authorized to work in the United States. An employer can only take this step after the candidate accepts a job offer and becomes a new hire. There are other ways an employer can complete a cursory check on whether an individual might be using a social security number that is not theirs. For example, fraud detection might show whether a person is using the SS# of a deceased individual. Checking a social security number also provides information about previous areas of residence. This is a key factor in doing a thorough criminal background screening.
#2 Customize Screening for Clients
Not all host employers require the full range of screening to find a candidate acceptable. But for skilled, sensitive, risky, or highly compensated work, they may want you to go the extra mile in determining a candidate’s background and abilities. Design a flexible system that lets you incorporate your clients’ aptitude tests and additional background check guidelines as needed. For example, any position that requires operating a company vehicle or driving an employee’s own vehicle on behalf of an employer should include a driving record check. Protecting your clients’ interests translates into greater trust and long-term loyalty.
#3 Consider Electronic Reference Checking
Conducting reference checks by email is one way to standardize what can sometimes be a process that leads to trouble. Interviewing references by phone may allow the conversation to stray into gray areas. This could potentially lead to a claim of discrimination. When the employer poses the questions in writing, the company ensures that the same basic questions are asked during every conversation. And, the company will have a record of exactly what each party said. This approach can also save time in terms of getting a response from individuals who may not feel they have time to spend on the phone discussing a friend, relative, or previous employee.
#4 Automate the Process
Whether done in-house or with assistance from third-party vendors screening and evaluating candidates should be part of a standardized workflow. The company should integrate outside screening results into the internal system. This allows the information to automatically become part of the candidate’s digital file. The system then routes the results to the appropriate personnel for review. An online applicant tracking system makes this easier. For more information on employment screening best practices and applicant tracking, contact us today.