When you are an employer hiring an employee you want to eliminate any uncertainties regarding the prospective employees background. This includes information about education, driving history, social security verification and criminal history. Pre-employment screening allows an employer the chance to decide if a person applying for a position is trustworthy and capable of handing the position he or she is applying for.
In order to do a pre-employment screening the employer needs to get permission from the prospective employee to go ahead with the research necessary to do a background check. This should be in the form of a signed document that the employer keeps for future reference. Whether your business is large or small pre-employment screening can help you avoid lawsuits and hiring mistakes. These days, security concerns, corporate scandals, and workplace violence have made pre-employment screening almost mandatory. Through a process of testing, background checks and drug tests, employers can determine the background and the identity of a new employee. Today, over 96% of Human Resource professionals do background checks on new employees. It helps to minimize liability for your company and saves millions of dollars in potential lawsuits.
However, when any company does a background check, they must comply with the Fir Credit Reporting Act and the American With Disabilities Act. Any prospective employee must sign a disclosure form granting permission to perform a background check. Laws vary according to states in what information can be gathered. Some states do not allow certain information about a person's criminal record as part of a background check. Also under the ADA, employers are limited in using data relating to a potential employer's medical or disability information.
As an interviewer, you will have to ask interview questions for employers. Now figuring out what you can and cannot ask may be difficult, so in this article, we tell you some prospective interview questions for employers.
One of the most typical interview questions for employers is, “Why do you think you would be an asset to us?” Here, you should be looking for the interviewee’s own goals and achievements related to the company’s, a candidate who could relate the two successfully and speak about his work ethics would be a decent choice.
Another of the most common questions for employers is “What irritates you most about co-workers?” This is, in fact, one of the trickier questions you can ask, to catch the interviewee off guard. An ideal candidate should think hard, but fail to come up with anything, thereby answering that he gets along well with everyone.
There are more interview questions for employers that you can ask, like, “What do your previous bosses say about you?” (look for answers like, “They say I’m hard working and efficient, and I’ve left behind a good impression.”), “What kind of person would you refuse to work with?” (look for answers like, “I’d refuse to work with someone who doesn’t feel committed to the organization, something with a lack of work ethics.”), “What is more important -money or work?”, (a potential answer could be, “Money’s great, but work is more important.”) and, “Do you have the ability to work under pressure?” (A good answer would be, “Yes, I give my best under pressure.”)
However, there are certain interview questions for employers that you cannot ask – illegal questions that if asked, might land you in trouble. These questions relate to marital status, ethnicity, past names (and why they were changed), etc. So steer clear of such topics.