Pitfalls You Need to Avoid When Conducting Pre Employment Screening

There are several pitfalls you need to avoid, when conducting pre employment screening. The pre employment screening we are looking at here is, basically, a process through which prospective employees are carefully vetted, before being hired.
Traditionally, the pre-employment process used to be all about conducting interviews, the objective of which would be to identify the most competent people, whod then be hired with no further questions asked. But from experience (mainly bitter experience), we have come to learn that this is not the best way to do things. That is what gave birth to the pre employment screening process, where emphasis is laid on vetting, rather than interviewing the candidates.
The candidates are preliminarily interviewed, of course, to gauge their technical competence. But beyond the technical interviews, further vetting is done (to gauge, among other things, the prospective employees moral probity). That exercise is what we refer to as pre employment screening. It is a tricky process of course, as it involves digging for potentially hidden facts. And as is usually the case with such paths, it is one full of potential pitfalls into which one can fall. Some of those pitfalls you need to avoid when conducting pre employment screening include:
1. Beginning the exercise with a prejudiced mind. This is where, for instance, you identify an eminently qualified candidate in the interview stage, make up your mind to hire him or her, but still subject him or her to pre employment screening as a formality. If you have already made up your mind to hire a person, it can be argued that the pre employment exercise you undertake on him or her would be more or less meaningless.
Simply put, pre employment screening turns out to be one of those exercises that are best approached with an open mind. Indeed, you should never make up your mind on whom to employ (and whom to deny employment to) until you are through with the vetting stage. Sometimes, the screening process unearths facts which make it unsafe to employ certain otherwise eminently qualified people. If you are doing the screening process as a mere formality, you may as well skip it altogether.
2. Overlooking important telltale signs. We have people who approach the screening process expecting to find the facts they are looking for laid bare. But that is hardly ever the case. In almost all cases, this is more of an investigative exercise: where you have to go with the leads. Yet we often see cases where people undertaking pre employment screening come across telltale signs (for instance, an inexplicable gap in resume, or an obvious lie about qualifications), but still opt to ignore them – especially if they are already beholden to the applicants. Again, if you keep on ignoring obvious telltale signs, you may as well put off the screening exercise, and simply hire unscreened people.
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