What is Employment Screening?

The process of verifying an employee’s background is known as a background screening. A background check is regarded as an essential pre-employment screening process before making a hiring decision in order to safeguard the organization from numerous possible threats. It’s a thorough examination of a person’s or an organization’s business records, financial records, and, most importantly, criminal records.

According to a study, 34.2% of scams are detected through tips, while 25.4%are discovered by chance. The majority of individuals, however, believe that the scams are found by the auditors.

A background screening may contain information such as education, work, credit history, criminal records, and driver’s licence history, among other things. When done correctly, pre-employment screening may provide you peace of mind that the person you’re bringing into your company isn’t lying about their past.

Necessities of Employment or Pre-Employment Screening Service


In the present days, the pre-employment screening process is done more than it was done before.  The screening of the employee is done as a mandatory process in international companies and that is why there is now a growing rate of international background screening companies. More functionalities of the employment screening are,

1. Assist in avoiding the need for expensive legal action.

2. Prevent corporate fraud and theft.

3. Protect the company’s assets and private information.

4. Employee turnover, hiring, and training costs are all reduced.

5. It helps to avoid liability.

6. Job competence is important

The background check is the most used approach, with 96% of all businesses using it in some way.

Employment background checks are usually done as part of the pre-employment process for job seekers. Any convicted crimes and misdemeanors (for most states), judgments, and records from the FBI, Homeland Security etc. 

Employment Background Screening: 5 Process

There are now many ways to do the employment background screening. Some most used ways in presents days,

1. Online background screening: is done by checking and performing the process of the verifications through various online sources.

2. Agent or any third party:  Companies hire third parties or an agent for doing the employment background screening.

3. Social media screening for employment: In present days companies take the social media image to understand the real face of the employee, not just depending on how they showed in their interview or workplace.

4. Credit screening: In some cases credit checking would be helpful to verify if there is any record of bankruptcy. 

5. Business background checks: While merging your business with any other company, business background check if the other party is required to be on the safe side. Business screening is a necessary issue in present days. 

Pre-employment background checks can also include education and employment verification besides the above processes. In addition to verifying the accuracy of material on a CV which is the pre-employment screening, all applicants should have their criminal and credit histories, as well as their driving records, reviewed. Employers should also require candidates to complete an application form and have their civil/criminal records and references reviewed.

According to a survey of 100 small businesses, just 36% of respondents dismissed employees after discovering a falsehood on their job applications.

Points to remember,

1. Only legally compliant third-party suppliers should perform employee screening tasks, not any random person.

2. Because the majority of negligent hiring instances involve employee violence, businesses should not overlook their obligation in situations of fraud.

3. There are many websites to suggest the process of employment screening. You can take a wide range of help from our website hedge.com.

Even finding reliable information was a challenge for 33% of those polled. This might result in a loss of efficiency due to the time spent vetting personnel.

Problems faced in Employment screening

1. Improving the screening process’ overall efficiency: One challenge is streamlining and optimizing the screening process to make it more efficient, ensuring timely and thorough background checks without unnecessary delays or bottlenecks.

2. Authenticating data: Verifying the authenticity and accuracy of the information provided by candidates can be difficult. Ensuring that the data, such as educational qualifications or previous employment history, is legitimate requires robust verification mechanisms.

3. Reducing the time it takes to employ: Lengthy screening processes can lead to delays in hiring, which can be frustrating for both employers and candidates. Finding ways to expedite the screening process without compromising on thoroughness is a common challenge.

4. Obtaining reliable information: Relying solely on self-disclosed information from candidates may not always provide a complete and accurate picture. Verifying the information through references, background checks, and other means is crucial, but it can be challenging to obtain reliable and comprehensive information.

5. Ensuring that candidates have a pleasant experience: Employment screening processes can sometimes be cumbersome and time-consuming for candidates. Striking a balance between thoroughness and creating a positive candidate experience is important to attract and retain top talent.


Your employment is your source of income. Knowing your federally protected rights (and utilizing them) might be the difference between work and unemployment. You may speed up the completion of your background check by being comprehensive and honest.  Your brand may suffer permanent damage if an employee causes catastrophic harm to persons or property. Background screening is sometimes disregarded as a way to preserve a company’s brand value and image. Thus, employment screening should be done every time while hiring any person for any position.

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