PRE-EMPLOYMENT   Avoiding hiring mistakes is good business! It's a startling fact - Employee theft and fraud averages R9.00 per day per employee!  That's about R2,000 per employee subtracted from your bottom line every year.  And while all employees have opportunities to steal, an employer's risk increases as people advance to upper levels of responsibility.  High ranking executives have been known to embezzle tens of thousands - even millions of rands.  Could there be a better reason for striving to hire people of your trust? Pre-employment screening, for private businesses, corporations, security companies, law enforcement and others, is used before hiring to confirm information on the application and honesty of the person, so the best applicant can be determined. Post-employment testing is performed several months after the applicant has been hired to determine if the applicant is still an honest and reliable worker, including if they committed any thefts or other activities that are not allowed by the employer. Candidates today are extremely sophisticated and have professional support from coaches and recruitment agencies with one goal in mind - to groom them to land their dream job. You may find when you first meet a candidate or read their resume that they seem ideally suited for your role. However, you find that after several months of working with this new employee, their natural style becomes evident, their interview mask fades! Let us interview and do a professional and powerful pre-employment test that accurately and objectively identifies a candidate's behavioural work style. It takes less than thirty minutes and raises an interviewer's skills significantly by providing information that gets behind the interview mask. Common hiring concerns: Even with all of the advantages of a screening program, many employers still have questions and concerns about implementing background checks. These are the four most commons concerns that employers express: Is it legal? Employers have an absolute right to conduct lawful pre-employment screening in order to hire the best-qualified candidates. Under that law, the employer first obtains the applicant's written consent to be screened. Is it cost-effective? A pre-employment screening will typically cost less than the cost of a new employee on his or her first day on the job. That's pocket change compared to the damage one bad hire can cause. In addition, employers typically only screen an applicant if a decision has been made to extend an offer, and not all applicants. Does it discourage good applicants? Employers who engage in screening do not find that good applicants are deterred. Job applicants have a desire to work with qualified and safe co-workers in a profitable environment. A good candidate understands that background screening is a sound business practice that helps a company's bottom line and is not an invasion of privacy or an intrusion. Does it delay hiring? No. Background screening is normally done in just 48 to 72 hours. Most of the information needed is not stored in databases. Occasionally there can be delays that are out of anyone's control, such as previous employers who will not return calls. Number of steps Furthermore, an organisation that is careful in its hiring practices should find a lower rate of "hits" during background checks. There are a number of steps one should take to ensure safe hiring well before a name is submitted to a background company. These techniques include making it clear your company does background checks in order to weed out bad applicants, knowing the "red flags" to look for in an application, and asking questions in interviews that will filter out problem candidates. Both employers and applicants have learned that pre-employment screening is an absolute necessity in today's business world. More importantly, they've learned due diligence in hiring is a way to keep companies safe and profitable in today's business environment. The goal of an interview should not be to hire the job candidate; it should be to make sure there is a job match. Pre-employment testing should help match the individual to the job and help build teams.  In football, a team of eleven players who were all quarterbacks, would make a very ineffective team. The team would still need blockers and receivers and running backs. Like a coach, you must maximize the performance of your team. By matching aptitudes and personalities to a particular job, you are helping your company not only by building better people, but you are also helping the individual maximize their potential. There is no absolute guarantee on both sides (employer and employee) that a new hire will work out. It is a gamble. But with tools such as personal assessments to help, you can increase your odds. An article in Fast Company Magazine said “the mistake that most companies make is finding the person with the right skill set but the wrong mind set and hiring that person anyway with the belief that they can change them”. Not only does pre-employment testing improve the odds in hiring quality people but it improves your chances in managing them effectively. “We do not build companies, we build people who build companies.”  ~ Jim McEachern   Eliminate these profit-stealing activities Fraud Theft Tardiness Job hopping Having another employee punch in or out for them Taking home office supplies and other company property Unauthorized use of the Internet Using company email for personal use Disclosing private and restricted computer data Revealing confidential information and/or trade secrets to outsiders Leaving work early Calling in "sick" to take an unauthorized day off Inventory shrinkage Carelessness Turnover   Successful companies are a concert of effective employees in the right position for their strengths working in a  coordinated effort to achieve company goals.

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