What Is The Process Of An Employee Screening Service?

Given the need for a contract,
the employer must carry out a selection procedure that allows it to receive as
many applicants as possible to choose the one that matches the position's
requirements.Making the right choice will
depend on knowing the most important steps that make up the recruitment
process. Otherwise, a wrong decision can cause loss of time and financial
resources for the organization.The procedure's objective is to
choose the candidates who present the most appropriate qualities and
professional experience for the performance of the organization's position.Regardless of the company's size,
having an effective recruitment method is essential for its evolution, as
hiring those with the most skills will help its growth and continuous
development.An effective selectionFrom the employee screening carried out by
different companies, it is possible to identify a series of common steps that
contribute to hiring new personnel.Defining the positionThe definition of the position is
closely linked to the analysis of positions. Based on this process's results,
the functions to be performed and what is expected of the applicant are
defined.Establish the required profileThe employee screening will be
necessary to create the ideal profile for the optimal performance of the
functions required by the company. The profile may include specifications such
as academic training and years of experience performing activities similar to
those required by the position, among others relevant to the position offered.Pre-selectionAfter making a detailed
definition of the company's profile, it is possible to make a preliminary
selection of those interested who meet the expectations of the position. This
stage constitutes the first filter before the interview, and its objective is
to filter the candidates who best suit the established profile.InterviewThose applicants who were
shortlisted must be summoned to an interview that allows the employer to verify
what is referred to in their application form or curriculum and know aspects of
the candidate's personality. The first interview is usually quick and
superficial to discard those applicants who do not meet the required
characteristics and continue evaluating those who could fill the position
satisfactorily.EvaluationsAt this stage, it is necessary to
apply tests of various types to those who present a greater adaptation to the
established profile. The evaluation of candidates may consist of activities
directly related to the position and psychometric tests, general knowledge,
among others, that demonstrate the capacities and aptitudes of the person
evaluated.Selection interviewIt is very common for companies
or organizations to request a second interview with candidates who performed
better on evaluation tests. The interview is usually carried out with the head
of the area, who will determine if that person meets the requirements or not.
Unlike the first interview, this is usually much more in-depth and analyzes
performance and financial claims, among other doubts that the interviewee may
have.A precise description of the
position and conditionsOnce the final candidate has been
chosen, it will be necessary to make a detailed explanation of the functions of
their position and discuss the working conditions and the terms of employment.
If the employment relationship is not agreed upon, it is recommended to
consider another candidate who has participated in the selection process.While these steps may seem straightforward,
each involves critical factors that identify the most suitable candidates for
the position.iCrederity offers highly reliable Employee
Background Verification, Educational
Verification, employment background check, Criminal Background Check, Employee
Screening, Employment Verification, Pan Card
Details verification, Pre Employment Screening solutions, credential
verification, KYC
Verification  that helps in verifying
and recruiting the right person for a job in Delhi Mumbai Bangalore Chennai Hyderabad.