Hiring employees is just as important as approving new tenants to live in a rental unit. It is important to know as much as you can about the person you are bringing into your work environment. Can they perform the job you are considering them for? Do they have a diligent work ethic? Will the fit into your company’s culture? These and other questions need to be answered during the interview and vetting process. There is no foolproof way to know if a person is who they say they are or who they seem to be, but there are tools available that allow you to review the available information and make an informed decision. One of those tools is background screening.
Background screening is one of those topics that can polarize a crowd. Some feel that it is an invasion of privacy while others extol the values of the data it provides for review. It’s true that background screening provides potential employers access to a wide range of information about an applicant such as criminal records, drug history, and credit scores, and can seem invasive. But background screening also provides access to educational history and work references. This information is important when determining the person’s skill set, work ethic, and overall compatibility with your company. Talking with previous managers can reveal intricate details about what the person did on a day-to-day basis and how they performed these tasks. Former colleagues can discuss the applicant’s partnering and teamwork skills. Personal references can attest to the applicant’s reliability and personality. All of these pieces of data can then be compiled into a report that can be reviewed for compatibility. The credit and criminal screenings can be done by an outside agency while the hiring manager contacts the applicant’s submitted references and follows up with previous employers. This will cut down on the load of work required to properly vet an applicant while providing tangible data to work with in the decision making process. With so much information made available by utilizing background screenings, it is hard to discount the benefits.
Eliminate the wrong candidate
The hiring process is a difficult one, to be sure. After weeding through applications and resumes the real work begins with interviews and assessment. While there is no way to be sure that you are choosing the right person for the job being offered, background screening helps make the process more of a logical endeavor rather than the guessing game that it can seem to be.