Just as airports need to screen passengers before they board their flights, companies should screen potential employees before hiring them.
The failed terrorist attack on Christmas day is a reminder that screenings don’t always tell us who’s safe and who isn’t. Despite high-tech security measures and uniformed officials, the terrorist still managed to get on a plane where he could have potentially injured hundreds of people.
Just as airports need to screen passengers before they board their flights, companies should screen potential employees before hiring them. Screening passengers ensures the safety and well-being of others, as does screening employees. Resumes and interviews are too easily altered, and many employees use a smoke and mirrors act to conceal their true intentions and capabilities.
By screening candidates before hiring them, companies diminish the risk of hiring someone who could potentially harm the work environment, production and fellow employees.
When you screen as well as interview, you ensure that your hiring process is thorough. Screening employees can include:
- Background checks
- Basic work-related value assessments
- Job fit assessments
- Personality assessments
During the hiring process, the company should learn as much as possible about each individual candidate in order to make the best selection. Without detailed information, companies are likely to make poor hiring decisions that can lead to unnecessary costs, loss in revenue or inexcusable behavior that impacts customers or coworkers.
This is Part 1 in our four part series about screening during the hiring process. Read Part 2, Part 3, and Part 4 to better understand how screening can improve your hiring process.
