Great Staffs Will Come And Go; When They Go Make Sure Their Replacement Goes Through A Pre-employment Screening And Protect Your Company

Employee Background Checks-4                                                                                                          WC blog 251
Pre-employment Screening-4
Great Staffs Will Come And Go; When They Go Make Sure Their Replacement Goes Through A Pre-employment Screening And Protect Your Company
     I used to work in retail exclusively.  I was a Loss Prevention Manager for nearly 14 years and a Logistics Manager for a year and a half.  This does not include my prior experience as a Loss Prevention Associate for another five years.  Now my retail work is on a part-time basis and I am a supervisor in a college library.  While at first glance it may seem to be an odd transition, it really isn’t since a large part of my time in my former retail jobs and my library job involves supervision and hiring of staff.  One of the things I have found to be consistent in almost any job is that when you think you have a full staff hired and trained, regardless of the job, you are bound to lose people and have to go through the hiring and training process again.  People move on for various reasons, personal growth, pay, promotional opportunities, firings and a myriad of other possibilities.  It is rare that a business or agency has little turnover in the ranks.  In my current role, I help in hiring other staff but I have the primary responsibility of hiring student workers for my shift.  I may hire a great group of workers, get them trained for a new year and inevitably during the course of the semester some will quit or leave.  This means I have to do a search and hire replacements.  I faced similar challenges in retail.  You get a great team and then you lose people.  That’s life.  For retailers, the additional challenge when hiring is the risk that a new worker may pose.  Will they work with a cash register?  They certainly will be around merchandise no matter what job they are hired for.  How do you make sure you are hiring someone you can trust?  Do you use any type of pre-employment screening or employee background checks?  If not, you could be subjecting your business to unnecessary risk.
     Employee background checks provide an employer the information they need to be confident they are hiring the right person for a job.  You may have a job application that asks applicants about prior employment history, references, whether they have been terminated from a position or have a criminal history but if you aren’t doing pre-employment screening you are taking the applicant’s word for the validity of the information they are providing you.  I have first- hand experience seeing a job application and interviewing a candidate and then finding the results from employee background checks showing the applicant had neglected to include some information on the application.  I have also seen where an applicant had been caught lying about not having a criminal record other than a misdemeanor offense.   Screening applicants helps a manager filter out people that might be hired and do harm to the business. 
     In my job at the library, the college doesn’t do pre-employment screening on student workers but they do run checks for regular staff.  Our staff are cleared to be able to work here because they are around young adults and at times they may be around children on tour groups or with families visiting the school.  Our staff also work with money and personal information, again validating the need for knowing who it is that will be working on campus.  A thorough background check may keep a business from putting other employees or even patrons at risk for harm.  
     Hopefully you have a great team of people surrounding you and taking pride in their jobs.  Eventually someone on that team will move on and need replaced or better yet, your company expands and you need more assistance.  When that time comes, make sure you hire the right person to fill that role make sure you get a company to do your pre-employment screening for you.
Get more information on pre-employment screening, contact us or call 1.770.426.0547 today.   

I used to work in retail exclusively. I was a Loss Prevention Manager for nearly 14 years and a Logistics Manager for a year and a half. This does not include my prior experience as a Loss Prevention Associate for another five years. Now my retail work is on a part-time basis and I am a supervisor in a college library. While at first glance it may seem to be an odd transition, it really isn’t since a large part of my time in my former retail jobs and my library job involves supervision and hiring of staff. One of the things I have found to be consistent in almost any job is that when you think you have a full staff hired and trained, regardless of the job, you are bound to lose people and have to go through the hiring and training process again. People move on for various reasons, personal growth, pay, promotional opportunities, firings and a myriad of other possibilities.  It is rare that a business or agency has little turnover in the ranks. In my current role, I help in hiring other staff but I have the primary responsibility of hiring student workers for my shift. I may hire a great group of workers, get them trained for a new year and inevitably during the course of the semester some will quit or leave. This means I have to do a search and hire replacements. I faced similar challenges in retail. You get a great team and then you lose people. That’s life. For retailers, the additional challenge when hiring is the risk that a new worker may pose. Will they work with a cash register? They certainly will be around merchandise no matter what job they are hired for. How do you make sure you are hiring someone you can trust? Do you use any type of pre-employment screening or employee background checks? If not, you could be subjecting your business to unnecessary risk.

 

Employee background checks provide an employer the information they need to be confident they are hiring the right person for a job. You may have a job application that asks applicants about prior employment history, references, whether they have been terminated from a position or have a criminal history but if you aren’t doing pre-employment screening you are taking the applicant’s word for the validity of the information they are providing you. I have first- hand experience seeing a job application and interviewing a candidate and then finding the results from employee background checks showing the applicant had neglected to include some information on the application. I have also seen where an applicant had been caught lying about not having a criminal record other than a misdemeanor offense.  Screening applicants helps a manager filter out people that might be hired and do harm to the business. 

     

In my job at the library, the college doesn’t do pre-employment screening on student workers but they do run checks for regular staff. Our staff are cleared to be able to work here because they are around young adults and at times they may be around children on tour groups or with families visiting the school. Our staff also work with money and personal information, again validating the need for knowing who it is that will be working on campus. A thorough background check may keep a business from putting other employees or even patrons at risk for harm.  
     

Hopefully you have a great team of people surrounding you and taking pride in their jobs. Eventually someone on that team will move on and need replaced or better yet, your company expands and you need more assistance. When that time comes, make sure you hire the right person to fill that role make sure you get a company to do your pre-employment screening for you.

 

Get more information on pre-employment screening, contact us or call 1.770.426.0547 today.