The Renwick Group provides full pre-employment screening services to our clients. We've noticed that this arera of business is changing rapidly, both from the applicant and employer sides, primarily due to new technologies being introduced.
Here is the Wikipedia entry that helps to update us on new trends in Pre Employment Screening.
The Market
Larger companies are more likely to outsource than their smaller counterparts – the average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks.
Primary step will be to screen the resume from a list of prospective applicants. A preliminary telephonic or web based interview is held to identify the range of discrepancy within the resume and the interviewee. Such a move also helps to identify whether the resume is professionally written, elaborated or involve resume fraud. Further a series of resumes are shortlisted.
Financial services firms outsource the service the most, with over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider.
However, recent research by Powerchex shows a reverse in the trend. They found that in the 2006/7 period CV discrepancies had fallen by 31% to 13%.
Background Verification
Pre-screening background verification and post-interview background checks are two strategies that are involved in pre-employment screening. Pre-screening background verification is deployed when the even the interview will contain data or information which are vital for the organization to disclose. Such a strategy is used mostly in the Military, strategic industries and higher levels of employees. While post-hiring background verification occurs once the resumes are shortlisted for pre-employment screening.
Third party background verification firms allow candidates to screen their own backgrounds on basis of identity, address, references, criminal background checks, drug test, financial records, court record checks and driving license verification and to verify the authenticity of their resume. Such a strategy allows candidates to gain a preferential advantage as it reduces background check expenses from the point of view of the recruiter.
Third party background verification firms allow candidates to screen their own backgrounds on basis of identity, address, references, criminal background checks, drug test, financial records, court record checks and driving license verification and to verify the authenticity of their resume. Such a strategy allows candidates to gain a preferential advantage as it reduces background check expenses from the point of view of the recruiter.
Male/female
It is alleged that men stand a higher chance of clearing the pre-employment screening than women. However equality of opportunity gives women an equal platform for employment as some firms like Facebook, Google insist the candidates not to disclose about their gender during pre-employment screening. This reduces gender bias during stages of pre-employment screening. Women are marginally more likely to have a discrepancy on their CV: 13% of applicants submitted by women have a discrepancy compared to only 10% of those for men.
Impact of qualifications
Graduates have marginally less discrepancies: 13% of their CVs contain a discrepancy compared to 17% of non-graduates.
Impact of seniority and age
Since Equal Opportunity or Equality of Opportunity is considered important and ethical in the job market, seniority of age is left to question in the preliminary stages of pre-employment screening.
However the age of the candidate can be verified from various documents that are mandatory to be submitted. However the recent trend is to follow the equality of opportunity to all the candidates at the preliminary stages of screening. Someone in a junior administrative position is 23% more likely to have a discrepancy on their CV than in a managerial role. An applicant aged under 20 is 26% more likely to have a discrepancy than a 51-60 year old.
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