We have long been accustomed to the fact that information should be checked and tested. We show ID when buying alcohol, we check the expiration date and nutritional content of food, studying valuation documents when buying a property, and we carefully review workshop history when buying a used car.
We do this because experience has taught us that it is wise to know, and the only way to know for sure is to always check first. This allows for fact-based decisions instead of opinions, hearsay or gut feeling.
Such a check is just as natural when recruiting. A CV/resume is nothing but the candidate’s version of the story, and should be compared and matched up against reliable sources. Not because the candidate may be lying, but because it will document the facts.
When used correctly, screening satisfies client- and regulatory requirements, creates predictable recruiting processes, and supports your company QA- and compliance efforts. While at the same time saving time and money.
Other benefits are reduced risk and improved security. By implementing reasonable screening measures, you prevent bad hires, meaning you avoid hiring candidates that may harm company operations, reputation or the safety of your staff.
See benefits for more details.