Recruitment: 5 Common Mistakes in Employee Screening


Recruitment: 5 Common Mistakes in Employee Screening

Employee screening or employee screening becomes an essential part of the recruitment process. Many companies already conduct screening employees to keep the brand, client, and the company safe. However, it turns out there are common mistakes often occurred in the process that potentially lead professional HR to a bad hiring decision. What are the common mistakes?


1. Do not have an employee screening policy

A company’s HR professionals may do background checks, but not necessarily do it consistently. Therefore, there is a need for a written policy standard to ensure that the process is consistently carried out and the data is used in accordance with compliance of the company, industry and government regulations.


2. Using social media as the only source

Indeed social media can be a valuable source of background information candidates. But relying only on social media as the sole source of valuation is a mistake because the information obtained may be incomplete or unbalanced that ends in a misjudgment.


3. Do not conduct background screening on vendors, contractors, and temporary workers

In employee screening, background screening becomes an important stage. Just because candidates will be hired as temporary workers do not mean they can just skip this stage. Everyone who has access to the workplace contributes to the potential vulnerability of the company so he/she must go through the screening stage, including a temporary worker. Standardization of background screening against vendors, contractors, and temporary workers should be included in company policy.


4. Skipping background screening on work experience and education

Sometimes the desire to ‘secure’ a seemingly good candidate based on a resume makes the company rush to make a decision by skipping background screening. Though according to CareerBuilder survey data, 58% of recruitment managers say they found lies on resume applicants.

It is important to verify the applicant’s work experience and education. Although for a particular field of work education may not be too significant to the success of the candidate, but if the discrepancy between the points written on the resume with the fact is found, that indicates there could be a problem on the candidate’s character.


5. Conduct background screening without consent

Any background screening procedure should be conducted with candidate consent as there are some institutions that require approval from candidates to be able to provide information when background screening conducted by the company.




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