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Job Sensitivity a Differentiator in Background Screening by Naman Vohra





Article Author Biography
Job Sensitivity a Differentiator in Background Screening by
Article Posted: 11/15/2013
Article Views: 178
Articles Written: 185
Word Count: 530
Article Votes: 0
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Job Sensitivity a Differentiator in Background Screening


 
Business
Enterprises are in to the practice of conducting employee background check while welcoming employees on board at all levels of hierarchy. The background check policy adopted differs from organization to organization. The emphasis points of employee background check typically comprises of educational checks, address checks, professional reference checks and criminal record checks. These checks are conducted for every employee irrespective of the level of hierarchy he/she belongs to. This makes the process of employee background check shallow and confined to the narrow domain of a procedure lacking depth and expertise required to address unique cases wherein an all fit solution does not work. Organizations hire employees across levels of hierarchy. Hiring is done for junior levels, mid level and top management. Organizational structure is divided into hierarchy in order to differentiate the jobs and responsibilities at all levels and the necessary core skills and expertise required by a certain employee to execute them efficiently. In other words, every job is differently designed and differs on levels of sensitivity Background check of a blue collar worker should differ widely in comparison to a white collar worker. There needs to be a vast difference between the background check of a top management employee and the lower management, reason being the difference in experience, skills, knowledge and the nature of the work profile. Consider this instance; where a member of top management, say the strategic vice president is involved in formulating new business plans, including those of partnerships with any other organization; which involves interactions with members representing top management of the firm chosen to be a prospective partner and doing a feasibility check to ensure organizational benefits could be reaped.

The above instance highlights the sensitivity of the job and therefore when an employee background check is conducted for a member from top management the modus operandi should be digging out relevant information of a person with almost a decade of experience, almost in all the cases. A standard background check will not be suitable in case of an individual of top management because it fails to understand the nuances involved.

Another important factor which draws a line between the approaches of employee background screening is the organizational resources at an employee’s disposal. For instance the sales department of every organization have to have face to face interactions with clients; be it a Business to Business or Business to Customer. They work in liaison with department formulating business proposals and represent the face of the organization. At times meetings are organized at places like high end hotels because of the stature of the organization and the client. Sales department have the leverage to ask the management for arrangement of such meetings. They are also entitled for extra perks on deal closures. Hence when a background screening is done for an employee of sales team who is entitled to some added physical resources as a contrast to other departments; the screening process should ensure that the background of the employee is clean so as to mitigate the risks of misuse of organizational resources.

Naman is associated with a leading background screening company that specializes in Employee Screening

Related Articles - background screening, background check, background verification, employee screening, employee background check,

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