If you’re in charge of hiring people, you’ve got to come up with a preemployment screening process that’s both fair and thorough. Otherwise, you’re putting your company at risk.

If you want to have a complete screening process, it will need to include these 3 things:

1. A criminal background check

Above all else, you want to make sure that you’re not going to wind up with a violent criminal working in the cubby next to you! That’s why every single preemployment screening needs to start with a criminal background check. Without one, you don’t know exactly who you’re dealing with.

Sure, you might ask your applicant to fill out any kind of criminal background on his employment application, but if your applicant isn’t on the up-and-up, you can’t trust him to be honest with you. Instead, you need to make sure that you get the full story (if there is one) during an employment screening, before your other employees are subjected to any kind of risk.

2. A driving record check

If your potential employee is going to be doing any kind of driving while he’s on the clock, you need to look at his driving record. First and foremost, your insurance company will need to know what kind of risk this new driver brings to the table. If your applicant has a lot of tickets or at-fault accidents, it can increase the amount your company pays in insurance premiums every month.

But there’s another reason why a driving record check needs to be a part of your employment screening process. If your applicant is a maniac out on the road, you may not want him out there representing your company. Even if he manages to stay accident-free, what if he cuts people off, runs red lights, or goes speeding through school zones? Is that the image you want your employees to project in the company car?

3. A credit check

It may seem kind of backwards to do a credit check during a preemployment screening. After all, you’ll be paying your employee — not the other way around! However, a credit check is always a good idea, because it shows how responsible your applicant is.

If you think that you can get away with not doing a credit check — and, instead, take the word of the tenant credit check your applicant went through to rent his apartment, for example — think again. Things may have changed since that tenant credit check was done, so to be safe, you’ll need to do your own separate check.

Tenant Screening Services, LLC can make sure you learn all you need to about potential employees. Visit them today at www.instantbackgroundchecks.us.