Pre-employment screening has now been adopted as a standard part of the recruitment process in most organizations. Before its adoption, the recruitment process tended to focus more on checking out the technical competencies of potential employee. However, the process had the inherent weakness of utterly ignoring other even more important things about the potential employees that could have a significant impact on the organizations. Today, the need for Pre Employment Screening Houston cannot be disputed.
In the current rapid and competitive business world, the worst thing that a potential employee could be is a 'non-performer.' Steps would, therefore, be taken to ensure that no potential non-performers got into the organization, through things like administration of the various tests. Where references were checked, it would still be with the aim of verifying competence, and nothing else.
It is vitally important for small businesses to protect themselves against internal theft and fraud. These businesses tend to be more vulnerable, and more likely to suffer major consequences of fraud. If they suffer a large loss, this could potentially be the demise of that business.
Often, loss is insidious, and managers/owners are just not aware that it is happening until it is too late. There are many situations where small business owners have very nearly folded due to theft by employees they trusted. The worse thing is that, in many cases, these employees have been with them for years, and had probably been thieving for years, and interestingly enough - all employees had a history of similar behavior.
And now, in the wake of increasing cases of workplace violence, is becoming increasingly necessary to include yet another element into the pre-employment evaluation process. There is thus the aspect of checking out for violent tendencies during the assessment process.
Selection criteria for the agency: The pre-employment screening should be undertaken by an agency that has built a good reputation within the industry. It is important to assess the testimonials and feedback that is provided by the previous clients. That will give the current employer some insight into the level of service that they can expect from this contract. It will also give them a platform through which they can query any aspect of the service which is being delivered.
The first reason is that violent tendencies, especially where the violence manifests in the workplace, don't always end up in the criminal records. As we all know, not everything that happens in the workplace is reported to the police. Some things are 'dealt with internally.' Therefore the fact that a person has no criminal record adducing to violent tendencies doesn't necessarily mean that they are safe. The impetus is on the organization, whenever reasons for suspicion arise, to dig deeper in trying to build up this aspect of the pre-employment examination process.
The second reason as to why an organization needs to very carefully check out violent tendencies as part of the pre-employment examination process is even more serious. It is where an organization takes into consideration the likely effects of workplace violence, should it come to pass due to a floppy pre-engagement examination process. This is where the organization could find its day to day operations disrupted, with a huge negative impact on its bottom-line. It is also where other employees who become a victim of the workplace violence sue it, under the argument that the organization has a 'duty of care' for them - hence their demand for compensation.
In the current rapid and competitive business world, the worst thing that a potential employee could be is a 'non-performer.' Steps would, therefore, be taken to ensure that no potential non-performers got into the organization, through things like administration of the various tests. Where references were checked, it would still be with the aim of verifying competence, and nothing else.
It is vitally important for small businesses to protect themselves against internal theft and fraud. These businesses tend to be more vulnerable, and more likely to suffer major consequences of fraud. If they suffer a large loss, this could potentially be the demise of that business.
Often, loss is insidious, and managers/owners are just not aware that it is happening until it is too late. There are many situations where small business owners have very nearly folded due to theft by employees they trusted. The worse thing is that, in many cases, these employees have been with them for years, and had probably been thieving for years, and interestingly enough - all employees had a history of similar behavior.
And now, in the wake of increasing cases of workplace violence, is becoming increasingly necessary to include yet another element into the pre-employment evaluation process. There is thus the aspect of checking out for violent tendencies during the assessment process.
Selection criteria for the agency: The pre-employment screening should be undertaken by an agency that has built a good reputation within the industry. It is important to assess the testimonials and feedback that is provided by the previous clients. That will give the current employer some insight into the level of service that they can expect from this contract. It will also give them a platform through which they can query any aspect of the service which is being delivered.
The first reason is that violent tendencies, especially where the violence manifests in the workplace, don't always end up in the criminal records. As we all know, not everything that happens in the workplace is reported to the police. Some things are 'dealt with internally.' Therefore the fact that a person has no criminal record adducing to violent tendencies doesn't necessarily mean that they are safe. The impetus is on the organization, whenever reasons for suspicion arise, to dig deeper in trying to build up this aspect of the pre-employment examination process.
The second reason as to why an organization needs to very carefully check out violent tendencies as part of the pre-employment examination process is even more serious. It is where an organization takes into consideration the likely effects of workplace violence, should it come to pass due to a floppy pre-engagement examination process. This is where the organization could find its day to day operations disrupted, with a huge negative impact on its bottom-line. It is also where other employees who become a victim of the workplace violence sue it, under the argument that the organization has a 'duty of care' for them - hence their demand for compensation.
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You can find a summary of the benefits you get when you use pre employment screening Houston services at http://www.cypresswoodmanagement.com/onboarding right now.
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