Pre-employment screening is the process of evaluating job candidates before hiring them. As the world is evolving and new generations are entering the work force each day human resource departments or recruiting agents need to be innovative on how they recruit and how they hire candidates. Pre-employment screening is changing from not just doing reference checks but also doing drug screens, written evaluations, personality tests and also competency tests and they all serve a certain purpose. Effective screening provides any company in whatever field with a proven strategy and process for evaluating and improving their selection process.

Research shows that between half and three quarters of all CVs or applications provided by applicants contains inaccurate information. It is essential for a company to do screening to avoid risks associated with not checking credentials of a candidate.  The most impactful employment screening tools used nowadays is personality assessments and trait based interviews. Trait based interviews are type of job interview that focuses on evaluating a candidates personality behaviour and character traits rather than their skills and qualifications. By incorporating trait-based interviews into your hiring process, you can make more informed decisions about which candidates will thrive in your organization's unique culture and environment.

Personality assessments is a type of evaluation tool used to measure an individual's personality traits, behaviours, and characteristics. They are often used in hiring and employee development to identify potential candidates who are a good fit for a particular role or organization. By using personality assessments in a responsible and informed manner, you can gain valuable insights into an individual's character, behaviours, and potential fit for a role or organization. When you are near the end of the interview process employers want candidates to prove it regarding their experience and background and this is where pre-screening comes into play. These types of assessments tend to give high level of comfort when making hiring decisions.

Adding more steps can delay hiring process of a candidate which sometimes led them to taking other job offer before you can make that offer. It is imperative to keep interview process to three weeks or less. Being creative about when to implement pre-employment screenings and assessments is essential to a quality candidate experience. Limiting the interview process to two to three interviews max and two assessments or pre-employment screening is vital to be able to compete for talent and keep the candidate engaged with our organisations.

I encourage organisations to consider which type of assessments have the greatest impact on their hiring decisions while focusing on the candidate experience. Finding the right talent is becoming more challenging each and every day but you can engage Precise Management and research consultancy to do the hiring and pre-employment screening process for you for it is essential to have a robust employment screening procedure in place that ensure you reap the full benefits.by investing in right service you can even decrease the time and cost it takes to process applications.