10+ Pre-Employment Screening Policy Templates in PDF | DOC

The policy of verifying the credentials of job applicants and to check whether they meet preconditions of employment is known as pre-employment screening policy. This means that this policy lays out certain important points that is required while screening a job applicant. This policy is required as a part of the pre-employment process that may be considered as a test of character and generally applies to all the candidates.

10+ Pre-Employment Screening Policy Templates in PDF | DOC

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How to Create a Pre-Employment Screening Policy?

Step 1: Purpose

A pre-employment screening policy always starts with the purpose of the policy. Determining the purpose of the policy simply means you must think about the main motive behind making this policy. Without having the purpose of the policy, there is no meaning in making one in the first place so make sure you lay down the purpose.

Step 2: Policy Statement

The next thing that you need to add to your policy is the policy statement itself. This statement is important as it states the plan of the pre-employment screening. It usually states that all the candidates for employment in staff, faculty, as well as the student positions have certain important credentials, criminal and other background information that must be verified as a condition of employment.

Step 3: Key Terms or Definitions

This part of the policy contains all the definitions of the various terms that are included in the policy like criminal history, educational verification, employment verification, and many more. This helps in understanding the main terms about which many of us may not be familiar with. And without understanding the meaning of an important term included in the policy, it may become a problem for us to understand the whole policy.

Step 4: Procedure

This part of the policy is very important as it lays down the procedure or the process of how the policy works. This procedure must include the whole process and it can either be written in the comprehensive style or you can expand it and lay them down in points.

Step 5: Results

This is the last part of a pre-employment screening policy that involves the results of the policy. This part of the policy states that the pre-employment screening results shall not be used as a basis for denying any kind of candidate employment. This is done unless the denial of employment is determined to be due to job-related issues or workplace safety and security.

What Does the Pre-Employment Screening Policy Include?

Pre-Employment screening can also be known as background checks and it includes the following:

1. The first thing it includes is the social security verification that validates the applicant’s social security number along with the date of birth and former addresses.
2. Previous employment verification is the second thing that is included in the screening that confirms the applicant’s employment with the listed companies. This also includes the dates of employment, any particular position held and additional information available concerning the performance rating, reasons for departure as well as eligibility for rehire.
3. It also includes some personal and professional references through which calls will be placed to individuals that are listed as references by the applicant.
4. Educational verification is also included which confirms the applicant’s educational institution that includes the years attended along with the degree or diploma received.
5. A screening process also checks the criminal history that includes a review of any criminal convictions and trial period.

How to Implement the Pre-Employment Screening Policy?

1. Planning: This is the first phase of the recruitment and it considers the innate requirements of the position, the requirements that are essential or fundamental rather than peripheral. Such innate requirements may include the skills, capabilities, accountabilities, qualifications, knowledge and personal characteristics. By identifying these innate requirements, it assists in identifying the focus of the pre-employment screening.
2. Attraction: Advertisements must be inclusive and it must be based on the innate requirement of the position. The basic requirement to complete the form should also be made clear in the position advertisement.
3. Selection: Once after the employers have established a suitable, preferred candidate, the employer must provide the preferred candidate before any formal offer of employment that is being made. After the candidate completes the Form, the pre-employment screening will be held to validate application information and declarations.