Services
Background Screening
Overview to Background
Screening
EmployInsight helps build ethical and resilient institutions by connecting them with ethical, competent, and resilient people through our screening process. We help create productive teams while mitigating fraud, corruption and employee turnover with this proactive process.
EmployInsight prevents counter-productive behaviour in a company or business by assisting them in appointing only the best people.
Reference Checks / Comprehensive Work Enquires
Reference checks refer to contacting a job candidate’s previous employers and supervisors to verify the accuracy of critical employment information.
EmployInsight uses trained human behavioural and social science experts to conduct these reference checks. To:
- obtain the basics, but also
- elicit and verify critical information on past and present conduct, and
- analyses the possible impact on a candidate’s future behaviour and performance.
The work enquiries include detailed information regarding the candidate’s work performance and competencies, personality, ethical behaviour, etc. The reports include fit to position, management concerns, human risk behaviour and a conclusion.
CV Verifications
We verify whether a potential employee held the positions and responsibilities claimed on the CV. The purpose is to expose inflated resumes and falsified employment histories. Some people inflate their abilities, role, duties, and past work experience on their CVs to secure the position they have applied for. It places the business in a position of weakness and negatively affects its workflow and performance.
While everyone knows that employee cost is one of the highest operational costs of any organisation, the cost of employing the wrong candidate is not so commonly known.
The non-integrity of information provided in CVs is food for thought. The CV Uncover Report by Hedd, the UK Higher Education’s official service for candidate verification and university authentication, revealed the following key findings:
- More than half of CVs (52%) had red flags due to discrepancies in employment history data.
- A quarter (25%) had inconsistencies, of which 15% were related to academic achievements.
- 83% of employers are convinced that some of their hires were untruthful about their degrees and qualifications.
- 49% of corporates and 48% of SMEs encountered an applicant who lied about their qualifications.
Work History Verifications
EmployInsight confirms a candidate’s previous employers with the Human Resource department only. We verify the following:
- Dates of employment
- The candidate’s current and prior positions, primary responsibilities and reason for leaving,
- Disciplinary warnings and ethical behaviour,
- Re-employment, and the reason why, as well as the reference position.
Intergrated Report
The Integrated Report contains all the relevant information, including red flags, strengths, development areas and a conclusion. We remove the guesswork by highlighting possible human risk behaviour and including our professional insight in conclusion. Our clients can make an informed decision armed with this report.
Conducting comprehensive background screening on candidates is critical for these reasons:
- Information on curricula vitae (CVs) is questionable
- Institutions incur financial loss due to bad hires
- Ensure the right person for the position
- Emphasise the candidate’s work behaviour, applicable from entry-level to CEO and Board positions
- Reduce the need for disciplinary actions and dismissals due to dishonesty and dysfunctional behaviour
- Mitigate company losses and reputational risk
- Around 40% of all background screenings will detect at least one discrepancy in job applicant resumes
- People who are trying to hide serious issues are discouraged from applying when a company applies background screening consistently
Counteracting Human Risk begins with Identifying and Eliminating Counterproductive Work Behaviour.
EmployInsight compiles comprehensive human risk profiles, assisting businesses to eliminate counterproductive behaviour and instil a culture of productive work behaviour.
EmployInsight helps business owners prevent counter-productive behaviour in their company or business by assisting them in appointing only the best people.
FAQ
Background Screening
Background Check / Pre-employment screening
EmployInsight boasts a cutting-edge approach to Pre- Employment Screening, as we combine a Background Check with Psychometric Tests for a holistic profile of the candidate’s past and current behaviour, performance, and authenticity.
By leveraging this process, we assist clients to predict the candidate’s future behaviour and performance in the world of work.
Our process is scalable, depending on the level of risk of the position in mind. For a high-risk position, it may be necessary to conduct the full Pre- Employment Screening process, but it is possible to request only a criminal record check or a qualification check etc. We will always advise our client on the most important actions needed, but it is the client’s prerogative to decide what he/she prefers.
Feedback is in the form of an integrated report, focussing on possible human risk behaviour that may be to the detriment of any business.
Is a CV a sufficient source of information for the screening process?
Although a CV is a valuable tool it is not sufficient and needs to be augmented with additional actions or tools. Unfortunately, candidates embellish their CVs and international research (HARVER) indicates that 78% of people lie about their experience in their CVs.
Please describe CV Verification and Employment History Verification
The last 5-10 years (or as agreed with the client per risk position) of a candidate’s work history is verified during the verification of employment history. This includes dates, job title, key functions, reasons for resignation, disciplinary actions, quality of work delivered and general impression regarding work ethics and integrity. It enables employers to identify any career gaps and current employment history.
These actions are done telephonically with either the supervisors/direct managers or HR departments. Although only basic information is verified, any negative information will be clarified and confirmed with another referee to ensure objectivity and confirmation of information. The questions asked during this enquiry are based on fair labour practice.
This information is included in an EmployInsight integrated report. The benefit of these enquiries is that embellishments can be detected.