When you hire new employees that have access to sensitive or valuable information, you might want to check their background before they start. Or actually, before they even sign their contract.
The process of checking the background of a new hire is often referred to as “screening”. There are several tools on the market to help you with that, but let’s get into the details of why you should screen first.
How to do a screening
Screening can be done on different levels. As an easy reminder you could say, the higher the risk/responsibility, the deeper the screening will be. Most organisations that screen new hires have 3 to 5 levels. These screening levels can translate into “screening profiles”, ranging from simple CV-checks on diplomas to more complex profiles that check all the boxes including face-to-face interviews with relatives.
A higher-level screening profile, with all the comprehensive background information it requires, is therefore something that is recommended to be only applied to new employees who either will have access to integral information, a large sum of money or are in control of important infrastructure or people.
Research of Validata says that the (costly) consequences of a mis-hire can quickly exceed €50,000 or more, thus most organizations opt employment screening as a form of risk management. But beware, you must consider which employees need screening!
To ensure you don’t screen employees on levels that are not necessary for the position, we suggest including screening as part of the function matrix of your organization and include it in your HR screening policy. This will not only help you clarify the roles and responsibilities but also what level of screening needs to be done.
And while we’re at it, if you are considering in-employment screening in addition to pre-employment screening, you will need to decide on how often an employee needs to be reassessed. For example, some companies choose to screen their employees every 5 years for certain positions.
TIP: mention the screening in the job opening as part of the application process on your website. This can set expectations for the possible candidates.
Online screening with Validata
When it comes to the moment of screening, make sure you have consent of the screened person, so you won’t break any privacy rules. And to top it off, think about a process on how to communicate the screening results, either positive or negative. Our screening partner Validata communicates the results to both the employee and the company at the same time. Then it’s up for the company to interpret the results and make their decisions.
While it is common to have the screening process start in between the last negotiation and the signing of the contract, you have the freedom to also use different moments in the onboarding journey to start the screening. Thanks to the partnership between Appical and Validata, you can effortlessly facilitate and evaluate the background checks in full compliance with GDPR & ISO regulations all along your pre- and onboarding process. This will not only help you make the right hiring decisions, but also create the best possible candidate experience for your new hires.
Our screening partner Validata believes that people determine the success of your organisation. That is why since 2009, over a thousand international organisations in various sectors trust Validata as their go-to screening partner when it comes to making the right hiring choices through online screening solutions. Validata’s smart software ensures fast and efficient screening, highest integrity standards and an optimal candidate experience. Go and check out their website for more information on employee screening: HERE.