The pre-employment screening process can be an effective risk-management tool by providing management with a degree of certainty that the information provided is accurate and that the applicant does not have a criminal background.
The pre-employment background screening process assists management in the efficient hiring of well qualified applicants, while simultaneously reducing turnover, deterring fraud, and avoiding litigation. Our pre-employment screening provides more than just data; effective screening processes incorporate not only data, but also research, validating employment gaps with analysis, geographical discrepancies, education verification and accreditation identification, employment authorization, effective reference interviews, and configurable adjudication parameters.
In order to be most effective; criteria should be developed to outline when pre-employment background screening is most appropriate versus circumstances or positions that may warrant increased screening procedures based upon perceived risks. While the pre-employment background screening process is not infallible, it provides a higher degree of confidence that applicants’ representations are accurate.
PRE-EMPLOYMENT SCREENING:
- Demonstrates and documents your due diligence - We document every verification attempt, and all reports are archived for easy retrieval when needed;
- Standardized process - From subject to subject, all verifications are consistently handled and documented the same way. This is especially helpful in decentralized organizations where the verification process can sometimes vary depending on the location.
- Verification of information - Make your hiring decisions based on facts instead of relying on information provided by your candidates, by validating the information on applications and resumes.
- Pre-Employment screening of your candidates, their applications and resumes can be a detailed, time-consuming task, requiring constant follow-up calls, proper documentation of your efforts and compliance with laws that govern these inquiries.
- Boost HR efficiencies - By outsourcing this time-consuming function, you allow your HR employees to focus on their core competencies.
MEDIA CONTACT:
Amy Ricciuti
E-Mail: amy.ricciuti@cni.g4s.com
Phone: (800) 927.0456 ext. 2217
BENEFITS AND CAPABILITIES:
- Avoid Negligent Hiring Lawsuits and Wrongful Termination Lawsuits - Yes, even if they lied in the hiring process!
- Workplace Violence - History of criminal acts is a major factor in predicting workplace violence
- Unqualified Applicants - Up to 45% of applications contain material falsehoods
- NO MORE Time Wasted Recruiting, Training, and Hiring the Wrong Applicants
- A significant decrease Theft, Financial Loss, Sexual Harassment, and other Workforce Problems
KEY STATS:
- G4S has been conducting pre-employment screenings since 1973
- 72% of shrinkage is due to employee theft.
- The Society for Human Resource Management states 45% of all resumes contain one major fabrication.
- 40% of the information on a résumé is misrepresented
- Employers lose 72% of all negligent hiring suits
- Fraud committed by employees cost US companies approximately $20 billion annually.
- Workplace theft tops out at more than $120 billion annually.
- 95% of all companies are victims of theft, and yet only 10% ever discover it.
- 45% of potential employees have a criminal record, bad driving record, worker’s compensation claim or a bad credit history.
PRE-EMPLOYMENT SCREENING SUBJECT MATTER EXPERT:
Josh Woolley
E-Mail: josh.woolley@cni.g4s.com
Phone: (800) 275-8310 ext. 3255
Josh Woolley Bio (available upon request)