Employee Screening – Not Just For The Unsexy
I don’t know what responses we’d get if we asked one hundred people to tell us the first thing they thought of when we mentioned the term ‘screening.’ They might think of screening as in airport security or preventative health check-ups – keeping the dangerous out. They might think of screening as in letting your phone go to voicemail or checking caller ID and answering for only for the sexy callers – keeping the timewasters and unsexy out. Screening is also a gold mining process – keeping the valuable in. They might think of a movie screening. The difference between a movie screening going badly and employee screening going badly is that the movie screening will just spoil one night. Poor employee screening could mess you up for years. Employee screening is probably a combination of all these different perceptions of screening – except for keeping the unsexy out. That’s illegal and also clearly not working. Where would the unsexy end up working – in any department of a radio station other than sales?
My uncle, now in his 80s, and my son, now in his 18s, were talking about getting their first jobs. My son’s first job was with a supermarket in the seafood section. He made a written application and went through several written interviews and assessments before winning his role. My uncle spoke of showing up on an Aussie building site, saying he was from New Zealand, demonstrating which end of a hammer was up and that was it. (He got the job.) Times have changed. I’m not sure they still use hammers, I think the internet does that now? And now, no one in their right mind would screen an employee so poorly and perfunctorily. Actually, applicants are often screened to make sure they’re in their right mind. Even leaving aside things like skills and attitude, there was no screening for previous work injuries, criminal records, financial shenanigans, child-molesting, non-child molesting, drug use, bringing employers into disrepute in well-light Christchurch offices across from pubs, being a jerk on social media and all the other things you need to screen for now.
I should probably call it pre-employment screening. It might be the smallest part of the phrase but that ‘pre’ is awfully important. Anything you find out ‘post’ is too late – someone’s potential problem has now become your actual problem. Pre-employment is to employment as dating is to marriage.
There’s forensic CV analysis too. That’s a thing now. That exists. In an age where there is software to compare a student’s essay via a search engine that compares it to anything else written ever for familiarity without accreditation, there would have to be forensic CV analysis. I see ‘forensic’, I think CSI. First there was CSI Las Vegas, then CSI Miami, then CSI New York. Now we have CSI HR. Which song by The Who should be the theme song to that show? I think all the good ones are gone.
I found one New Zealand company online offering polygraph testing as part of their pre screening process. I’ve seen too many movies with the cliché lie detector scene to take that process seriously (cue sound effect of heightened heart beat.) In fairness, it was quite an impactful marketing technique to list a series of headlines beneath that offer highlighting the dangers of not taking up their services. Examples of these headlines included: ‘Former insane mass killer unknowingly hired by Wellington school’ and ‘Convicted arsonist gains job as fire fighter.’ Although, in fairness, the latter could actually be a really good news story – a story of redemption about which movies are made (movies like ‘Backdraft,’) I checked the mass killer one. He’d killed six people, described as “friends, family, neighbours and complete strangers.” No teachers or students, so it’s questionable as to whether it’s relevant to his role working in a school but their point is still a powerful one. Frankly they shouldn’t limit their services just to employers. Remember my previous “Pre-employment is to employment as dating is to marriage” remark? I’ll take someone on their word that they like long walks on the beach but I’d sleep a little easier with greater certainty on the non-former insane mas killer front.
There are few risks and many benefits in conducting a systematic and thorough pre employment screening process. You reduce risk, increase certainty, lower costs, enhance productivity and profitability and minimise your chances of being murdered.
Obviously in this modern age of internet hammering and privacy legislation, you need the permission of the applicant to conduct any screening. Although a quick Google could be legal, illuminating and disappointing very quickly. A refusal to provide permission is the easiest and cheapest screening of all.
[Originally published in the May issue of Employment Today magazine.]