EMPLOYMENT VETTING (kerryjohn)

No sooner does your company send a circular or a newspaper ad inviting applications for a particular job than there is a beeline of enquiries by prospective candidates jostling with their CVs at the Reception Counter. Just for a few posts there are multiple number of job-seekers. This big bunch of the CVs naturally puts the HR in a fix to scout the right men (or women) to put them on your rolls. A quick glance through the CVs shows that while they are some freshers, quite a few others are there with years of experience behind them. This arouses your curiosity demanding a proper VETTING - not only the mere CVs but the complete history of their past work or at least their activities, if not in any job before.

As you wade through the flood of CVs - both of the freshers as well as those who are rolling stones, you are muddled with murky details, some culminating in strange conclusions. The thought of randomly picking up someone for the applied job turns out to be far more complex. So there is the inevitable urge to conclude that there is some element of risk which must be nipped in the bud. But doing that itself is not easy either. A lot of compelling factors are there to grope for some viable alternative. At this stage some good sense dawns on you to go beyond the task of mere vetting - mostly confined to table work - and entrust someone to personally verify the claims made in the CVs and ascertain the truth from the right sources - both in case of the freshers and those who have been in their present or past employment. This process may be termed as Background Investigation. A lot of correct, foolproof and reliable information could be gathered by this 'personal contact' method.

At this stage, the Investigator apparently on his mission of 'truth finding' or 'authenticity test' needs to have a fair knowledge of the targeted place and persons so that he is in a position to verify the stated details of the CV through reliable sources in a tactful manner not allowing himself to be persuaded or otherwise influenced in the performance of his duties, keeping in mind that the result of his investigation carries far-reaching consequences.

With the Investigator reporting back with his stunning details - most of which are supposed to be authentic and accurate - things become a lot easier to sift through the equally 'fantastic' claims made in the CVs for the final check up by a process generally known as "Screening". In this process, both the CV-claims as well as the Investigator's report are put to a thorough study in order to identify the real snag, if any, which is likely to contribute to a distorted or faulty selection. Even as there is some material variation of facts on some crucial points, noticed at the conclusion of the Investigation, this could well be sorted out by a process of suitable cross-check by taking the concerned Investigator into confidence. At the end of all this paraphernalia obviously entailing a dispassionate and patient examination of all the available details, it would certainly help in revealing a clear picture of the candidate to determine his suitability for selection in the job that you thought it to be so simple weeks ago !

via Artipot: Business Articles http://www.artipot.com/articles/1658439/employment-vetting.htm

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