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Employee ScreeningProducts Relating to 'Employee Screening'

Employee screening procedures are applied to all new personnel who are recruited to take up new responsibilities in the organization. Every organization may have different set procedures for employee screening, however, there are some general criteria followed in all organizations, which are almost similar in nature. This procedure is essential to determine the suitability of the prospective employee in the organization. Absence of such procedure often leads to harassment of employees, who often looses their job in the company mainly due fault of their employer

The following basic guidelines are usually adopted for employee screening of new incumbents in any organization.

1. Companies, first of all cast the roles for the people, for which they are going to hire and then prepare their employee screening procedures based on the job profile. They advertise in leading newspaper or send their requirements to various placement agencies. 2. After the people are short listed for the job based on their qualification, skills and job requirements, their background and past records are checked either by the company themselves or through some independent agency. This eliminates the undesirable people from the list.3. The next step for employee screening is to call the short listed people to appear for necessary test and personal interview. The suitability of the candidates can be better judged with this step.4. After this few candidates are selected based on their performance in the test and interview.5. The next step of employee screening is fixation of salary and perks and give a formal offer of appointment. Usually one or two extra candidates are also short listed in the list of probable candidates for appointment, so that they can be contacted in case any one of the appointed candidates declines the offer.

These are just general guidelines followed by majority of organization for employee screening, however, for any specific job requirement few more steps can be added as per the need of the organization. Although there is no full-proof method available to select suitable candidate for any job, the responsibility however lies with the recruiter to select proper candidate for the job. If any wrong candidate happens to get selected then it is responsibility of the organization to reorient that employee for the role he has been hired for. It is wrong to penalize the candidate if he was found not suitable for the job at later stage. Therefore it is very important that employee screening procedures be transparent. Candidates should be told exactly what checks and tests would be performed. Candidates should also have the right to access their results if desired.

Article Published: Thursday 26th July 2007