<p>The short answer to this question is yes, particularly if you’re interested in driving forward your company’s success. Recruitment is now mobile and as the need to hire the best possible talent intensifies, employers are keen to claim their share of the international talent pool. However, a mobile workforce means an added burden for HR professionals as information provided by candidates can be problematic to authenticate from the other side of the world.</p> <p>In the same way that a great employee can be instrumental in a company’s rise to success, the wrong employee can also slam on the brakes of progress. Before you make your next hire, conduct thorough background checks before you sign on the dotted line of an employment contract.</p> <h2>What are pre-employment checks?</h2> <p>Depending on your business needs, the role, regulations and the specific industry that your company operates in, there may be several different layers within your chosen pre-employment checks. These can include identity checks, criminal background checks, CV verifications, reference checks and professional document verification.</p> <h2>When should pre-employment checks be conducted?</h2> <p>Running a background check on every job applicant would be time-consuming, costly and pretty inefficient. Employment background checks should be conducted in the final stages of the interview process when an employment offer is being considered or at the point of making the offer. The candidate should be made aware and consent to the background check being conducted as they will have to provide the necessary documents and information. The candidate should also be informed that their employment offer will depend on the results of pre-employment checks.</p> <h2>Are pre-employment checks mandatory?</h2> <p>In the majority of cases, employers are not legally obliged to carry out pre-employment background checks. However, in many instances—particularly in high-risk sectors—such checks are highly recommended and tend to be determined on an industry-by-industry basis. It’s up to employers and HR managers to deem if their specific industry is governed by specific employment laws or regulations. This most commonly occurs within sectors such as healthcare, education, law, engineering and financial services amongst many others.</p> <p>However, pre-employment checks are relevant for any business which could suffer from operational risks, financial loss and reputational damage as a result of hiring the wrong person.</p> <h2>The Benefits of Conducting Pre-Employment Checks</h2> <p>The employers that we work with at TrueProfile.io have enjoyed a number of benefits associated with pre-employment screening. Utilising pre-employment screening allows HR professionals to make informed hiring decisions based on verified credentials and information. This added confidence within the HR team can only benefit the majority of honest candidates who enjoy a streamlined process and positive hiring experience.</p> <p>Reduced staff turnover, a safeguarded company reputation and tools to help find the right people for the job are just a few other benefits. Plus, within specific industries, having employees verified and screened prior to employment can prevent catastrophic incidents in high-risk industries, not only for the company and their employees but also for their clients and the general public.</p> <p>Ready to get started with employee verifications? Visit our specialised <a href="https://www.trueprofile.io/businesspartner" target="_blank" rel="noreferrer noopener">Business Partners page</a> to get signed up.</p>
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Are Pre-Employment Checks Essential?
Last updated on 4 Apr 2021