HireRight recently came out with some valuable tips to improve your construction employer’s pre-employment screening processes.
Establish a standard policy. To ensure consistency in the verifications conducted and use of information in employment decisions, as well as corporate-wide compliance to Fair Credit Reporting Act requirements.
Order a motor vehicle report. [This] provides statewide records, if applicable to the position. Individuals with a history of repeated violations or who have failed to deal responsibly with violations can put the construction employer at risk for liability.
Collect multiple forms of identification. Including at least two forms of photo identification, from the construction executive job seeker.
Require complete data. Including dates of employment with month and year and graduation dates for schools. Applicants will often omit jobs from their resumes when they performed poorly. Complete dates identify gaps that should be explained.
Conduct regular audits. Compare your employee list with the list of screened employees to ensure that everyone has been checked. Also, conduct updated searches on existing employees on a regular basis.
Check for accuracy and consistency of construction executive job seeker information. Cross check data from the resume, job application, background check form and verification report. Identify inconsistencies between names, social security numbers, dates of birth, job titles and education.
Verify salary. As this is one of the most frequently misrepresented facts during the hiring process. Insist that the construction executive job seeker provide proof of earnings for the last three years if the previous construction employer will not provide it.
Observe construction executive job seeker response to verification requests. Candidates who become indignant may be trying to hide facts that will uncover negative information.
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