• MyChecks

4 Pre-Employment Screening Tips To Cut Out Bad Interviews From Your Hiring Process

You may have hundreds of job applications and it can be a daunting task reviewing all the candidates in detail. Worst still is starting a job interview and finding just minutes in that you are interviewing someone who is clearly not suitable for the role.

Pre-employment screening helps to eliminate unsuitable candidates and allows you to focus your search and time on the top applicants. A thorough process can save you time, money and reduce the odds of making a hiring mistake. Here are some top tips to ensure fast and safe hiring processes.



1. Use screening questions on the job application


Get your candidates to go beyond submitting their cover letter, CV and application. Include pre-employment screening questions in your application process, you can immediately eliminate candidates who do not meet your minimum requirements. Make sure the questions relevant to the job.



2. Use telephone/video interviews


Phone and video interviews provide another way to filter out unsuitable candidates before you interview them in person. Take 10-15 minutes to get a direct insight into their skills and experience. You may be surprised at how much can be uncovered that was not communicated in their CV.



3. Run reference checks BEFORE the interview


Traditionally reference checks are run after interviews, however, with online reference checking services - provided you've gathered the right consents at the application stage - it can be a good idea to run them before the interview.

Given they're around half the price of an MoJ check, this can actually work in your favour, economically speaking, compared with the time it takes to interview someone in person.



4. Verify their information by running background checks


The type of background checks to run can vary quite widely from role to role, but some of the most common are:

  • Criminal record checks

  • Credit checks

  • Driver license checks

  • ACC claim checks


Some of these may not be suitable for all roles, and in some cases, they may even be illegal. A credit check may be relevant for a candidate with access to company funds, however, if they don’t – this could be a breach of the Privacy Act. To ensure you’re running the right checks for any given role, it’s worth speaking to a company that specialises in this area.

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