Four Steps in the Employee Screening Process

Employee screening is the process of exploring the histories of potential workers. It is one of the most effective techniques to collect data quickly and efficiently in order to assist firms in making educated judgments about job candidates. Performing a pre-employment background check, drug testing, and interviewing are critical steps in employee screening. However, drug testing can cause false positives and interfere with character tests. 

Identifying suitable candidates

Employers look for candidates with the capacity to commit for an extended period. A thorough background screening process can identify these individuals using several techniques, including skills assessment, telephone interviews, and structured behavioral interviews. If you don’t have time to conduct a thorough screening, consider some tips. 

First, it is crucial to understand the range of individual differences between applicants. The logic behind employee selection assumes that some differences are relevant. Therefore, organizations must understand which differences are relevant to the specific job and choose the best way to assess those KSAs. And, of course, they must ensure that their selection methods do not constitute illegal discrimination. You should use your employee’s and customers’ input to make the process fair and efficient.

Pre-employment screening

Companies will verify a candidate’s information during the pre-employment screening process and perform background checks. Applicants provide ample details during the application process. Employers can cross-reference a CV with online resources and social networks. Performing this step ensures a potential hire is qualified for the position.

During the pre-employment screening, employers check a candidate’s background to ensure that they do not have any criminal records or other indiscretions. A thorough background check can reveal pending charges or convictions, which helps employers judge the candidate’s suitability for the job. Businesses need to protect themselves from fraud, misconduct, or negligent hiring. Moreover, pre-employment screening protects the company from losing customers and staff because of incompetent employees.


The interviewing process begins with a screening interview. This interview aims to identify whether the candidate is a fit for the job and the company culture. If a candidate exhibits certain traits that raise red flags, the hiring manager should scrutinize their notes to determine if they should proceed to the next stage of the process. Although some candidates may have different management styles or work preferences, these factors are not grounds for dismissal.

The interviewing process usually includes questions that focus on a candidate’s soft skills and experience. Open-ended questions are good choices to ask because they allow the candidate to break down the problem-solving process. During a phone screening, be sure to ask general questions such as why the candidate is interested in the position, the company, and their salary expectations. The interviewer can also ask the candidate if they have any concerns or questions about the position.

Background check

The background check is the fifth step of the employee screening process. This step verifies the candidate’s social security number and other personal details. You may also need to know whether a candidate has any aliases or undisclosed addresses. You can also perform a background check to identify the jurisdictions necessary for a criminal background check. For example, if you need a security guard to work in your company, a background check of the employee will reveal whether the person is on a U.S. terror watch list.

Criminal background checks can uncover criminal convictions and other relevant information. Federal and state criminal databases can be searched, as are sex offender registries and terrorism watch lists. You can also access credit reports to determine if a prospective employee has any liens or other financial problems. Credit background checks are essential if the position involves finances. It is necessary to get permission from a candidate before undergoing a credit check.