Employment Screening Should comprise Criminal and Employment History

Employment - Employment Screening Should comprise Criminal and Employment History

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In general, hiring managers dislike the recruiting process and try to speed it along as much as possible. However, it will pay tenfold for them to slow down and show the way employment screening that includes delving into a noteworthy applicant's criminal and employment history. If the hiring boss is too busy to show the way this research, it may be outsourced to a professional screening service.

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The criminal history description will retell either the applicant has any criminal description on file. It will list the dates that the charges were filed, what the fee was, and the status of the case. Hiring managers who are not customary with reading these reports may need to refer to online sources in order to do some deciphering.

It important to note that an applicant's ownership of a criminal description does not mean that they cannot be hired. The offense must be directly related to the position for which the someone is being considered. For instance, someone who was convicted of driving under the influence and is otherwise deemed qualified, could be hired for a position that does not require driving.

In terms of employment history, the verification will retell either the applicant worked for the enterprise stated. It will also verify dates of employment, title, and in many cases, salary and eligibility for rehire. Most previous employers will not disclose much more facts due to their feel of being sued for libel or slander.

The criminal and employment history sections of background screening reports contribute essential information. If a professional screening aid is used, the hiring boss should considered retell these sections of the screening report. Doing so will help the boss to make the most informed hiring decision possible. It will also help weed out any candidates who have a background that disqualifies them for employment in the open position.

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