Choosing New Employees
Every company performs some form of pre-employment screening. The process can be as simple as asking “When can you start?" or as difficult as requiring applicants to undergo extensive pre-employment tests of experience, ability, and personality. Although the range can vary drastically from one company to another, there is a core group of pre-employment screening techniques used by most companies because they have proven to be most effective and yield the greatest results.
The most common methods of initial assessment include: standardized application, resume, phone interview, in-person interview, reference check, background check, and drug test. Deciding which methods to utilize depends entirely on the type of company and the position being filled. Furthermore, the methods chosen should depend on the overall cost, reliability, utility, and impact they have on the applicant and the company.
Companies with greater financial and administrative resources typically choose to implement a more extensive and formal background and reference check, while companies with limited resources choose less extensive methods to save time and money. Furthermore, entry-level, administrative, and manual jobs do not typically warrant in-depth pre-employment screening methods because they tend to have much higher turnover rates than professional, executive, and specialized positions.
The seven most common types of pre-employment screening methods can be divided into three categories. Each category equates to a particular phase in the pre-employment process. The first phase involves methods that gather basic information, the second pertains to analyzing and critiquing qualified candidates, and the final phase is typically only a formality for liability purposes.