Pre-Employment Screening 101: Steps To Take

Are you hiring new talent for your business? Making the right hire can feel like a big decision, and it often is. After all, you’re bringing someone new into your team, your culture, and your business goals. So, how do you ensure you’re hiring the right person? That’s where pre-employment screening comes into play. Let’s walk through some essential steps to take so you can feel confident when making those critical hiring decisions.

Why Pre-Employment Screening Matters

Before diving into the steps, let’s get one thing clear: pre-employment screening is crucial for finding the right candidate. It gives you peace of mind, knowing the person you’re bringing into your company is who they say they are and fits the role you’re hiring for. But beyond just being cautious, it helps you avoid risks, protect your company’s reputation, and ensure a safe working environment for everyone involved.

Now, let’s get into the steps.

1. Saliva Test – A Quick and Reliable Drug Screening Option

One of the first steps you should consider in your pre-employment screening is a saliva test. Why saliva, you ask? It’s simple, non-invasive, and can be done quickly. Plus, it’s an effective way to detect drug use, which can help you weed out candidates who may not meet your company’s standards.

With saliva testing, you’re able to see if a candidate has used drugs within a short window of time, usually within the past few days. This is perfect for roles where immediate drug-free status is critical, like driving or operating heavy machinery. But it’s not just for safety-sensitive roles—any business can benefit from knowing they’ve hired someone who’s ready to be their best self from day one.

2. Background Check – Verify What’s on Paper

Another essential part of pre-employment screening is the background check. It’s one thing to read someone’s resume or listen to them describe their experience, but it’s entirely different to verify what they’ve said. Conducting a thorough background check ensures you’re getting the full picture.

Background checks typically include:

• Criminal history: You want to ensure that your candidate doesn’t have a past that could impact your workplace or company culture.
• Employment verification: It’s common for candidates to embellish their job titles or responsibilities, so confirming past employment is key.
• Education verification: Similarly, checking that someone has the degree or certifications they claim to have adds an extra layer of confidence.

While background checks can take a little time, they’re well worth the effort in the long run.

3. Employment and Character References – Hear From Others

How someone behaves in a job can be a bit different from how they present themselves in an interview. To get a true sense of how your candidate performs on the job, it’s wise to check employment and character references.

Start by asking the candidate for professional references—ideally, previous managers or colleagues who can speak to their work ethic, reliability, and skills. If you want a more rounded view, asking for a character reference can give insight into their personality, values, and how they interact with others.

But don’t just stop at gathering names—call these references! It’s tempting to skip this step, but direct feedback from past employers or colleagues can reveal important details that aren’t always evident on a resume.

4. Skills Testing – Make Sure They Can Do the Job

Hiring someone who’s a good fit culturally is one thing, but making sure they can do the job is another. That’s why incorporating skills testing into your pre-employment screening process can make all the difference.

Let’s say you’re hiring for a position that requires specific technical abilities, like using a certain software program. You can’t just take a candidate’s word for it—they need to prove they have the necessary skills. Whether it’s technical testing, a writing sample, or even a practical task related to the role, skills testing can show you exactly what they bring to the table.

The key is to design a test that’s relevant to the role but not too long or complicated. You want to see their real abilities, not overwhelm them before they even start.

5. Personality Assessments – Finding the Right Cultural Fit

Last but certainly not least, consider using personality assessments as part of your pre-employment screening process. It’s not just about whether someone has the technical skills for the job—you also want to know if they’ll fit well within your company culture.

Personality assessments can help identify traits like leadership potential, communication style, and problem-solving approaches. It’s a great way to gauge whether someone will thrive in your work environment and align with your team’s values. Tools like these are particularly useful when hiring for leadership roles or positions that require strong interpersonal skills.

Streamlining the Pre-Employment Screening Process

Now, I know what you’re thinking: this sounds like a lot of work. And yes, pre-employment screening does take some time, but it’s important to remember that every step in this process is designed to protect your business and ensure you make the right hire. Plus, with so many automated tools and services available today, you can streamline these steps to make the process faster and more efficient.

Don’t rush through these steps or skip important checks just to fill a role quickly. In the long run, taking the time to properly screen candidates will save you from potential headaches down the line—whether it’s dealing with poor performance, legal issues, or simply realizing the person wasn’t the right fit.

Your Next Steps

So, what’s next for you? Take a look at your current hiring process and see where you can improve. Are you using all the tools available, like saliva testing or skills assessments? Have you streamlined your background checks? Are references being followed up with? It’s never too late to refine your approach and make sure that every hire is the right one for your business.

By following these steps, you’re not just ticking boxes—you’re building a stronger, more reliable team that will drive your business forward. And isn’t that what hiring is all about?