Employment screening has become increasingly popular among employers as a way to assess job candidates’ suitability for a particular job. Employment screening can involve various types of checks, including criminal background checks, credit checks, and verification of employment and education history. While employment screening can provide valuable information to employers, it also has its pros and cons. In this article, we will discuss the pros and cons of employment screening.
Pros of Employment Screening
- Improved Hiring Decisions
Employment screening can provide employers with valuable information about job candidates that they may not have been able to obtain through other means. This information can help employers make more informed hiring decisions and select candidates who are more likely to be a good fit for the job.
2. Reduced Risk of Negligent Hiring
Employers have a duty of care to ensure that their employees do not pose a risk to others. Negligent hiring occurs when an employer hires someone who they should have known posed a risk to others. Employment screening can help employers reduce the risk of negligent hiring by identifying candidates who may pose a risk to others due to their criminal history or other factors.
3. Improved Workplace Safety
Employment screening can help improve workplace safety by identifying candidates who may pose a risk to others. This can be particularly important for jobs that involve working with vulnerable populations or handling sensitive information.
4. Protection of Company Assets
Employment screening can help protect a company’s assets, such as intellectual property or trade secrets, by identifying candidates who may pose a risk of theft or fraud.
5. Compliance with Legal Requirements
Employment screening can help employers comply with legal requirements, such as those outlined in the Fair Credit Reporting Act (FCRA) and state laws governing the use of background checks in employment. Compliance with these laws can help protect employers from legal action and potential liability.
Cons of Employment Screening
- Inaccurate Information
Employment screening can sometimes provide inaccurate or incomplete information about job candidates. This can be due to errors in the screening process or incorrect information provided by the candidate. Inaccurate information can lead to unfair or discriminatory hiring decisions.
2. Invasion of Privacy
Employment screening can be seen as an invasion of privacy by some job candidates. Candidates may feel uncomfortable providing personal information or allowing their personal information to be shared with third-party screening companies.
3. Potential for Discrimination
Employment screening has the potential to discriminate against certain groups of people, such as minorities or individuals with a criminal record. This can occur if employers use screening criteria that are not job-related or consistent with business necessity.
4. Increased Hiring Costs
Employment screening can be expensive, particularly if employers use multiple types of checks. This can increase hiring costs, which may be a concern for small businesses or organizations with limited resources.
5. Delayed Hiring Decisions
Employment screening can be a time-consuming process, particularly if employers are conducting multiple types of checks or if they are waiting for information from third-party screening companies. This can delay hiring decisions and potentially result in the loss of qualified candidates.
Employment screening can provide valuable information to employers and help improve hiring decisions, reduce the risk of negligent hiring, improve workplace safety, protect company assets, and ensure compliance with legal requirements. However, employment screening also has its drawbacks, including the potential for inaccurate information, invasion of privacy, discrimination, increased hiring costs, and delayed hiring decisions. Employers should carefully consider the pros and cons of employment screening and ensure that they are using screening criteria that are job-related and consistent with business necessity. They should also be aware of the legal requirements governing the use of background checks in employment and ensure that they are complying with these laws.