As an employer, it is your priority to hire candidates that are both trustworthy and qualified. Pre-employment screening is therefore a critical element of the hiring process that checks through employment history, educational background, and professional references, to highlight any discrepancies or potential red flags that could indicate potential issues.
Whilst it is important that thorough pre-employment screening is carried out, it is also vital that candidates’ information is obtained and handled with care. Gaining the right balance between thorough pre-employment screening and protecting candidates’ privacy is also essential for maintaining your business’ reputation and complying with legal requirements.
There are some key things to note to ensure your pre-employment screening is both effective and respects candidates’ privacy, these include:
To comply with GDPR regulations, you must first familiarise yourself with the ways these dictate how personal information should be handled and outline the rights of candidates that must be respected.
Not only should you make legal considerations when screening candidates, but you should also consider the ethical implications of infringing on candidates’ privacy. You must therefore avoid invasive practices such as scrutinising candidates’ personal lives unnecessarily.
To prevent any compromising data breaches that involve candidates’ personal information, strict control measures should be implemented, and access should be limited to authorised personnel only. Where possible, data should be encrypted at all stages to ensure its integrity.
During the pre-employment screening process, candidates should always be aware of what information will be collected, how it will be used, and why it is necessary. If pre-employment screening is carried out transparently, it can build trust and ensure candidates are aware of their rights.
To further build trust, you should also ensure that if candidates challenge any inaccuracies, their concerns are promptly addressed.
You should only collect and use information that is relevant to the pre-employment screening process, with a particular focus on professional conduct and qualifications. In some instances, other information may be required, for example, a financial position may require a credit check, while a driving position may need a licence check. You should avoid concentrating on the personal aspects of candidates’ lives unless they will directly impact job performance or safety.
Choosing a reputable third-party company to carry out your pre-employment screening simplifies the process of adhering to privacy and data security, whilst also conducting thorough checks. To find the best screening service to work with to conduct your pre-employment screening, you must ensure they comply with relevant regulations and have a commitment to protecting candidates’ personal information.
At Agenda, we are experts in understanding the legal landscape, obtaining informed consent, limiting data collection to relevant information, securing personal data, and providing candidate rights, so that your business can respect candidates’ privacy whilst maintaining an effective pre-employment screening process.
We offer bespoke pre-employment screening services that are tailored to your business and the specific requirements of roles, allowing you to make informed decisions about candidates, without infringing on their privacy or your security. In a time where privacy is key, Agenda is committed to conducting effective pre-employment screening to protect you and your candidates.
Get in touch with us to find out more about our privacy-focused pre-employment screening services.
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