In corporate world, pre-employment background checks of new hires have become a standard risk-management tool. It is no longer a matter of whether a firm should screen applicants, but how to accomplish it.
There are a few jobs an employer can certainly perform in house, for example accurate background check for employment; but an increasing trend among lucrative and efficient associations is outsourcing solutions which don't reflect the organization's core power.
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Many firms are finding it is an inefficient use of their time and energy to attempt to perform background-check services that a third-party specialist can provide efficiently and cost-effectively. Furthermore, the employer would have to learn the many complicated state and federal laws governing what information they can and cannot access, and acquire specialized software and information sources.
The expense of outsourcing can also be a consideration. An employer would have to devote staff resources and time to the physical direction of this procedure, such as computers and implementing a software solution to control and monitor all candidates being screened.
On the flip side, a normal report by a screening company should cost significantly less than the initial day's salary paid into the new employee.
As there are dozens of businesses that provide employment pre-screening providers, little cautionary information concerning making a selection is: First, an employer should look for a professional partner and not just an information vendor selling data at the lowest price. Second, an employer should apply the same criteria that it would use in selecting any other provider of critical professional services.
For example, if an employer were choosing a law firm for legal representation, it would not simply choose the cheapest law firm. Although cost is always a consideration, the employer would clearly want to know it is selecting a law firm that is competent, experienced and knowledgeable, reputable and reasonably priced.