Pre-employment screening is a critical part of the onboarding process. Companies conduct various checks to help them assess the potential risks and confirm whether that candidate will be a great fit within the company. The recruitment team at GCS Malta discuss the importance of conducting pre-employment background checks, and the types of checks companies can conduct.

Why should companies carry out pre-employment checks?

Companies should carry out background checks for various reasons:

• Protects your workforce – conducting background checks allows you to prevent hiring dangerous individuals and protect your current employees from hostile work environments. Therefore, this also works towards fostering a positive company culture and increasing retention.
• Verifies certifications – pre-employment checks confirm whether candidates possess the certifications in their CVs. Since many candidates tend to embellish their skills or experience on CVs, this is a great way to prevent hiring candidates that are not truly qualified for the job.
• Saves time and resources – checking whether a candidate is a right fit for the role and company before hiring them prevents recruiters from having to sit through interviews for candidates who are not suitable for the role and/or company. This also avoids bad hires, reducing the risk of unhappy employees and increasing retention.
• Reduces company’s liability – By confirming that the candidate has no criminal conviction, such as fraud or theft, there is less chance of the company being held liable should an employee commit a crime at work.

Types of Pre-Employment checks

There are several background checks you can conduct depending on the role:

• Identity verification – confirms the name, social security number and whether the candidate has a right to work in the country.
• Government-issued licences confirm whether the candidate has the license to do their job. This test does not apply to every role but depends on whether candidates are required to have a warrant/license to be able to work.
• Criminal record checks – checks an individual’s criminal history and confirms whether candidates have been convicted of a crime.
• Employment history – verifies whether jobs listed on the CV are accurate.
• Education background – verifies whether the education listed on the CV is accurate.
• Reference check – provides a real-life testimony to your candidate’s previous work experience and character.
• Medical checks – confirm whether candidates are fit to perform their role. However, remember that this check is only considered appropriate when the job requires particular physical abilities.
• Social media screening – provides insight into a candidate’s values, hobbies and overall attitude.
• Motor vehicle records – checks whether the candidate has been in accidents. This is typically conducted when the job position requires driving.
• Credit check – shows you whether the candidate is financially responsible or not. This is typically carried out when the job position requires handling company funds.

Why GCS Malta?

At GCS Malta, our professional recruitment team offers a range of recruitment services. Check out our vacancies and contact us today for more information.

Article by Sarah Jane Gauci