Employment Screening Questions

Effective hiring is a stringent process which starts from the pre-employment phase. Moreover, to secure that only top, reliable and honest applicants would make it as your employees, screening them must be highlighted by throwing employment screening questions to ascertain whether he is fit for the job and is truthful with his data.Questions must delve with different aspects. From the applicant’s previous employment information to his health and criminal records and finally to other background information must be covered in the set of questions.Here are some of the salient employment screening questions. In connection with the applicant’s previous employment, the possible questions are what are your employers’ names and addresses?, what are your previous jobs and your responsibilities?, how much was your salary?, do you receive other benefits?, why is there a gap in your employment history?, what is your reason for leaving your old employment?, and have you ever been disciplined, expelled or dismissed from a previous employment?, give further details.With regards to health/medical aspect, the questions are: have you ever been hospitalized? If so, for what condition?, have you ever been treated by a psychiatrist or psychologist? if so, for what condition?, is there any health-related reason you may not be able to perform the job for which you’re applying?, how many days were you absent from work because of illness?, and have you ever been treated for drug addiction or alcoholism?In the criminal aspect, questions like do you have driving violations?, have you experienced bankruptcy?, do you owe a creditor a big sum?, is your credit report fine?, have you ever been arrested?, and have you ever been convicted? if so, of what crime or felony?, are likely to be asked by the interviewer.Background information questions like what specific goals other than those related to your occupation?, what motivates you to go the extra mile on a project or job?, what have you learned from your mistakes?, and more thrown to the applicants.There is more to asking these salient employment screening questions. Questions like these can trigger the employee to divulge indiscretions. As a result, the employer can grab a clear chance to evaluate the employee. Early on, the employer can have a good grasp about whether an applicant is qualified or not.The applicant can decide whether to answer these questions or not. It is his right to withheld information which is not related to the job. Nonetheless, the drawback is that refusing to answer may affect his employment prospects.

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