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Pre-Employment Screening Checklist


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Pre-Employment Screening Checklist Pre-Employment Screening Checklist is designed to support the HR managers who seek to examine background of candidates (in terms of financial relations, criminal records, etc) before the official employment.

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Pre-Employment Screening Checklist:

  • Obtain a proof that the candidate has the right to work in the country (the basic check for any candidate). Get a document, or a set of appropriate documents, to approve eligibility of this person, such as passport, the visa which allows a person to work in the state, a special work permit, or some other identification documents that approve his legal status;
  • Conduct employee credit checks to ensure the candidate’s robust financial background and history. During this check the potential employee’s background is examined to find out whether this person has any of common financial problems including bankruptcies, court judgments, voluntary arrangements and administration orders. This may comprise foreign asset control check for the candidates pretending to occupy serious security-related positions;
  • Accomplish license verifications – request validity confirmation for licenses allowing the professional activity, when suitable (for example licenses of medical specialists or drivers);
  • Conduct health checks – you may need to approve health condition of the candidate if it’s a legal requirement of the workplace (for example: eyes and heart tests are required to employ a driver).
  • Don’t forget to inform the candidate about medical checks beforehand, and if you are going to ask for a medical report, then ensure you can keep it secure (as it is a very important piece of personal data);
  • Request references from current or previous employers (in writing or by phone) to learn better about the potential employee’s previous job performance and experience. You may see more information on this in this Employee Reference Checklist;
  • Check employee qualifications and education – request the employee for documents that confirm his qualifications, obtained trainings, educations, recognitions, or scientific degrees. Obtain copies of relevant documents for the new hire’s folder (if it makes sense and if you can keep them secure);
  • Perform criminal and conviction records checks – consider an applicant’s criminal history to disclose any convictions. This seriously makes sense for positions which require work with money, children, or any other highly responsible matters;
  • Research employee background directly from a number of governmental agencies, previous employers, and educational institutions (to approve that he or she is clear in terms of law, has no pending litigations, unsettled disputes with creditors or other parties, etc);
  • Place requests for necessary record checks within civil court, federal.....

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