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Editor's Note: This year's research focuses on the issues connected
with pre-employment screening procedures. Respondents were asked a series
of questions regarding pre-employment screening procedures. The following
summarizes what was learned regarding respondent's perceptions and usage of
pre-employment screens.
Survey Conclusions
- Respondents are
aware of pre-employment screening procedures and utilize them to
evaluate prospective applicants.
- Reference checks
and criminal record checks are the most commonly utilized pre-employment
screen.
- Drug testing is
often seen as the most useful type of pre-employment screening
procedure.
- Nearly all of the
respondents say they currently employ reference checking to evaluate
potential employees.
- Many feel
pre-employment screening procedures allow them to research
information about prospective employees and helps them select well
qualified personnel.
- Additionally, only
a few say pre-employment screens limit employee candidate pools and
that these screen procedures do not affect their organization's
ability to attract and retain quality, long-term employees.
Graph -
Pre-employment Screens Utilized
- Reference checking
and background checks are the most commonly used pre-employment
screening procedures.
Note: To begin this discussion, respondents were asked on an
unaided basis, meaning the respondents were not prompted with any possible
responses leaving them to answer freely, what pre-employment screens their
company utilizes. Since respondents were allowed to answer with open-ended
responses, respondents use the term background checks, experts may conclude
that respondents are referring to criminal record checks.
- On unaided basis
many respondents say their companies use reference checks and
background checks to evaluate prospective employees.
- Respondents reveal
that many companies utilize drug screens.
- A smaller
percentage of respondents say their companies use physical
examinations and DMV checks.
- Drug testing is
considered the most useful type of pre-employment screening.
Note: Respondents were then asked to rate the effectiveness of each
employment screen currently being used at their company. When rating the
effectivenesss, respondents were asked to guage the effectiveness of the
information gained and its impact on selecting the right employee for the
job. They were asked to use a scale of one to five, where five means the
information gained is extremely useful and one means the information gained
is not at all useful.
- Criminal record
checking and reference checking comprise the second tier of
pre-employment screen effectiveness.
- The third tier of
pre-employment screen effectiveness includes DMV check, social
security verification, verification of education and physical
examination.
- Respondents in the
transportation, automotive, construction and wholesale trade
industries are more likely to praise the effectiveness of drug
testing.
- Respondents in the
medical, high tech and aerospace industries are more likely to say
that criminal record checks and verification of education are highly
effective.
Graph -
Effectiveness of Pre-employment Screening
- Many respondents say
reference checking and DMV checks are currently in use, and most say
they do not currently or plan to use investigative consumer reporting
as a pre-employment screen.
Note: After asking the respondents to reveal the pre-employment
screens they utilize, we read respondents a list of more screens and they
were asked to identify which screens they currently use, which they used in
the past, which screens they do not currently use but plan to use in the
future, and finally, which screens they do not use nor have plans to use in
the future.
- Results indicate
that when prompted, a higher percentage of respondents indicate they
use reference checks as a pre-employment screening procedure
indicating a high usage of this tool among human resource
professionals.
- DMV checking, social
security verification, verification of education, drug testing and
criminal record checking comprise the second tier of pre-employment
screens.
- The third tier of
pre-employment screening usage includes physical examination,
character/personality profiling and consumer credit reporting.
- Investigative
consumer profiling is used the least.
- Drug testing and
criminal record checks are mentioned most often as the two
pre-employment screens that respondents say they have plans to
implement in the future.
- Medical, high tech
and aerospace industries place the greatest emphasis on reference
checking and verification of education.
- Respondents in the
transportation and automotive industry are more likely to suggest
they utilize drug testing and criminal record checks.
Graph -
Current and Expected Usage of Available Pre-employment Screens
- Many companies use
pre-employment screens to research information about potential
employees.
Note: After respondents revealed what pre-employment screens they
use within their company, and discussing their current and expected usage
of a variety of commonly used pre-employment screens, respondents were
asked to indicate what benefits pre-employment screens provide.
- Many respondents
feel pre-employment screens help them to select qualified candidates.
- Preventing
problems and risks as well as saving time during the hiring process
are also benefits respondents hold in high regard.
- Respondents in the
transportation and automotive industry are more likely to say
pre-employment screens help prevent problems and risks.
- Smaller companies
are more likly to praise the ability of pre-employment screens to
prevent problems and reduce hiring risks.
Graph -
Benefits of Pre-employment Screens
Graph -
Most Effective Pre-employment Screen
- Almost 80% of
respondents feel that their pre-employment screens are effective in
attracting long-term, high-quality employees.
Graph -
Effectiveness of Pre-employment Screens in Attracting Long-Term,
High-Quality Employees
- Most respondents
feel pre-employment screens provide an acceptable return on investment
and long term retention.
- Very few
respondents feel pre-employment screens limit their company's ability
to attract the best and most productive employees.
- Many respondents
who feel pre-employment screens do not limit their firm's ability to
attract the best and most productive employees feel these screens
help hire good employees and do not eliminate good candidates.
Graph -
Acceptable Return on Investment
Graph
- Effect of Pre-employment Screens on Company's Ability to Attract
Employees
Graph
- Effect of Pre-employment Screens on Applicant Pool
- Most respondents
have not encountered prospective employees who withdrew from the
application process because of a pre-employment screen.
Graph -
Refusal to Continue Hiring Process Due to Pre-employment Screens
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