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How To Take An Ethical Approach To Employee Screening

The amount of data being gathered and processed with each passing day is astonishing, and it continues to grow speedily. To put things in perspective, 463 exabytes of data are estimated to be generated daily by 2025. And this only counts the data collection and procession by private companies. Public records, which include criminal and criminal record check stored with the courts, have a life of their own. 

While all this data is present and for an indefinite amount of time, the contention is if this data should be available to organisations and other private parties to review and assess. 

When you sit in a meeting with your clients and colleagues, do you feel comfortable around them? Do they appear to have the best interest of the organization at heart? This sort of trust should come through from day one, and that is possible only by making a sound investment in the workforce. A company’s employees are its most important asset and their most significant source of danger. 

Pre-employment background screening that includes processes like address verification, criminal background check, and v-CIP KYC can assist you in strengthening the hiring decisions. This is done by authentication and corroborating that the candidates possess the qualifications and experience they claim to have. Employment screening is a crucial part of a company’s hiring process, without which the company could be at risk of a wrong hire jeopardizing its assets. However, employment screening services need to be ethically performed.  

Having said this, a company needs to design and implement a solution to effectively manage their organization’s hiring risk by striking a balance between ethics and commercial realities. 

A company can open itself to vulnerabilities by relying solely on gut instinct while making hiring decisions. But if they ask the applicants too many questions and ask them to produce too much information, it could appear invasive and lead to some fantastic candidates dropping out of the hiring process. It could be deemed illegal depending on the state and country your company is operating in and the type of information they are being asked to furnish. 

While one needs to tread carefully when screening a candidate, it cannot be overlooked. Brand reputation in today’s online and real-time is of paramount importance. A single employee’s actions can wreak havoc on the company. A simple tweet can tarnish the reputation of a company and jeopardize it, let alone a financial fraud or data breach being carried out in the company. It is tough to come back from that. 

Such instances make it imperative to check a candidate’s background by adopting technologically advanced employment screening services. With processes like V-CIP KYC, address verification, and other stringent screening measures, one can be sure of their hire while maintaining the highest levels of transparency and integrity.

Background screening should be commensurate with the company’s risk tolerance. Background screening services need to be proportional and relevant to the applicant’s future role in the company. Highly risk-averse organizations are more likely to carry out a comprehensive screening process. On the other hand, less risk-averse businesses may be alright with a basic verification check that authenticates fewer aspects of the candidates’ data. The company needs to be transparent despite the approach to guarantee a frictionless employment experience.

When a company ties up with an employment screening services provider, to ensure that they adopt an ethical approach towards employee screening, they must check its commitment to data privacy and information security. Facets of a business such as being aligned to data security compliant products that meet the General Data Protection Regulation requirements, global encryption standards, and ISO Certifications embody an ethical approach. When the employment screening services provider follows these simple doctrines and is compliant with international laws, one can be sure that confidential data and information assets are protected. 

Risk mitigation is key to a business’s hiring strategy. Employers need to conduct C-CIP KYC, identity verifications, gather previous employment references, corroborate academic qualifications, and verify addresses. However, in all this, a company must strive to uphold the candidates’ rights to privacy and protect and secure their data at all times. Choose a service provider that is committed to information security and data privacy. When these two aspects are fundamental to a business, you can be sure that they safeguard confidential data pertaining to your business, applicants, and clients. This ethical approach will reflect in your hiring process.

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