Employment Screening

Employment Screening Proposal

The Need for Growth

For many companies, the days of being interviewed once then getting hired is a thing of the past. Now, the interview process starts with screening interviews followed by in-person interviews, second, and sometimes third interviews. Screening applicants can be exasperating and the pre-screening process takes time. However, the time spent during this process is an investment considering the far reaching effects of the hiring decisions. It is important that prospective examiners be scrutinized carefully to ensure that they have the intangible personality character traits to be successful. There are many candidates for the polygraph program that meet the minimum requirements. As an organization, we needs to look at enhancing our hiring process which would allow us to screen-out applicants except the best qualified individuals.

Expanding our current interview process offers a balanced look at the individual. It would provide an opportunity to further assess whether or not individuals possess those intangible traits that may not be displayed during the short and/or structured interactions of the current selection process. During the interview process, most people put their best foot forward. Some people can be very charming which is why we look at including additional screening methods to ensure objectivity in hiring. The goal of any organization is to hire the right people. While not all employees will ultimately work up to their full potential, a primary goal in any hiring process is to avoid candidates who are completely unsuitable or unqualified and could possibly damage our organization. Employee screening is a process of risk management. Training a new polygraph examiner requires a significant investment of time and money by the program. In an attempt to increase the gain of a new hire and lessen the risk, it is best to discover as much as possible about each candidate. In order to know the...