Preface: The Anatomy of Pre-Employment Screening  

This includes research such as reference checks, criminal records, driving records, and other background information that would have identified a predisposition of misconduct.

The primary objective of pre-employment screening is to determine whether or not a job candidate possesses both the willingness and ability to perform the duties and responsibilities of the position to be filled by an employer. Because no single past action or circumstance can serve as a foolproof indicator of competence, achievement or character, only an investigative process that provides a comprehensive picture, much like a completed jig-saw puzzle . From this process we can fairly and accurately address an employer’s needs.

More importantly, the discipline of referencing is not a “stand-alone” function, but one of the three vital components of the hiring trinity: screening; interviewing; referencing. It is the employer’s responsibility to undertake the first two components-and also to make the final hiring decision-and it is the duty of the referencing function to focus on the evaluation, examination and corroboration of information provided by the job candidate.

Employers that use our services not only experience the benefits of improved hiring standards, but also witness measurable savings in recruitment costs by drastically reducing unplanned employee turnover.

Who is this person?

Pre-employment referencing is not simply a matter of verifying employment dates, job titles and termination status. Employers that limit themselves to “name, rank and serial number” will never recruit the most qualified candidates. Conversely, reference checking that develops meaningful information is a priceless hiring tool-a practical discipline that will help determine who a person is, as opposed to whom they were or claim to have been. Only by concentrating on the functional, operational and technical skills and bringing into focus the job candidate’s actual track record of performance and achievement, will the real person emerge.

Negligent hiring and retention:

In recent times, the increase in negligent hiring and retention lawsuits has added to a company’s financial exposure. Fundamental to a negligence action is existence of a duty owed by an employer to its employees (or customers) for the conduct of a “dangerous” employee. Therefore, if an employer has failed to establish and maintain an adequate and consistent background referencing discipline, the risk of negligent hiring is greatly increased.

What you need to know:

More than any other factor, an objective and thorough background screening of a job applicant’s employment history and professional references are the most reliable indicators of future performances. The key to a successful referencing assignment lies in the development of reliable information, which allows the employer to compare the job applicant’s skills and experience with their job specification needs. By conducting a detailed analysis and examination of a prospective employee’s work-history, Xukor develops a complete portrait that accurately reflects the facts. Reports range from entry-level candidates to senior management positions .

Unplanned turnover:

Unplanned turnover is largely the result of dissatisfaction by either employer or employee, and is often caused by unfulfilled expectations. Failing to match the most appropriate skills and experience with the job specification contributes to unplanned turnover expenditures .

Enhanced recruiting standards:

By selecting the most qualified job candidates, employers will experience an increase in productivity and measurably improve employee morale. A consistent pre-employment screening policy promotes confidence and respect for a company’s hiring standards.

Why pre-employment screening is a sound investment:

There is no doubt that the cost of recruitment is the most significant portion of a company’s human resources budget. It is also true that hiring mistakes cost companies considerable expense through increased turnover, decreased productivity and losses from theft, embezzlement and other forms of employee dishonesty.

You need more than “point and click”

 Have you been approached by firms that promise amazingly fast turnaround by using internet-based databases? If so use caution, these types of screening firms typically rely on third-party databases to conduct criminal history checks in hurry. These databases often contain outdated, incomplete and inaccurate information. So called point-and-click investigation firms typically consist of individuals who are data-proficient but knowledge-poor. If report results are questionable, they may have no idea of what to recommend to your company.

For example, if a candidate has a criminal record, a data search could reveal the arrest, but the investigator who compiled the information does not delve further into the public records to determine if the candidate was acquitted or if the charges were dropped then an injustice has taken place. Xukor will always verify any negative information obtained from database searches against the actual public records filed at the courthouse.