Steps For Effective Employee Screening Process

Hiring top-level executives cost a lot, as they are all highly paid employees and losing them in the middle means a loss of money and time. And the only way to survive and prevent such disgrace is to perform pre-employment screening effectively. If you find it difficult to hire the best employee for your organisation, you can refer to HR Resource Guide

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The big fishes are not easy to catch; it needs a special net, experience and a perfect hook. Similar is in the case of top-level executives, CEO’s and directors hiring and recruitment. There is a great risk involved in this job and only the best professional pre-employment background screening companies know the perfect and effective way to do it.

Here are easy steps to implement into the hiring/pre-employment screening process of Senior Level Executives, CEOs and Directors. These actions will go a long way toward assisting in making the right decision:

Step 1 – Comprehensive Education Checks:

As the case of Scott Thompson gives us the lesson that education is very important are where usually people exaggerate and fake things. One of the most embarrassing media frenzies a company can fall victim to is finding out a member of their top-level management faked their degree.

Employing a trusted and a reputed third party to background Checks Company can reduce the threat and manages to dig out the important information like any claims of degrees, verify dates, classes, and any graduation honours.

Step 2 – Thoroughly follow up on references:

Several work references are always been handy. These references must be verified by calling a number that is found online for the company where the reference says they are/were employed. Never use personal phone numbers when verifying a reference, as this could link you to the applicant’s friend or family member.

Step 3- Ask the right questions:

All information presented on the resume must be completely verified. Ask about (or let the background screening company ask) specific duties handled, projects completed, goals attained, etc. Broad, vague questions like “Did Tom do a good job” really don’t glean valuable answers.