An easy way to view the recruitment process is that your organization can lose a lot of money if it isn’t done right. If you try to rush a candidate whom you really like through the hiring packet, then you could end up with someone who doesn’t fit. What’s more, this person could have clear problems in his or her background that are, quite frankly, against your company’s policies and procedures. You must allow enough time for verification of a person’s background, including employment checks, contacting work references, pulling up criminal history records (local, state, and national), consumer credit checks, and security information (if the applicant will be working in a sensitive profession).

It’s Complicated
There are many other types of background screening that could also influence your decision to use a company like Blueline Services. Some job applicants will perform specialized duties that will require records. For example, any kind of commercial driver will need to produce driving records. All job applicants will need to supply proof that they can legally work in the U.S. They may need time for a prospective employer to request and review their immigration documents and to get the paperwork to work, whether that is a Green Card or a work visa.

Don’t Skip Steps
If your company is serious about hiring an applicant, it’s important that your hiring managers or HR people don’t skip the steps in the process. You don’t want to avoid the proper screenings either to save money or to speed up the applicant’s start date. Every vacancy in your organization that gets filled with the wrong person will lose money because you will train that person and then have to terminate his or her employment later. You will lose the time that might have been invested in an employee with the right background check results, skills, and cultural fit with the company.

You Could Be Financially Responsible for Improper Hiring
Most employers are subject to federal hiring rules, and all must follow immigration work guidelines and IRS regulations. You want to take the time to identify what kinds of background screenings a particular position calls for, conduct your candidate search, and then perform all screenings and records checks on your top choices. This could be your top choice or could include two or three candidates. Doing a poor background screening because the individual checks cost money would just negatively impact your company later. You can’t afford to miss important red flags in a new hire’s background.

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