The resume is the starting point for all employment screening.

It should be as well. Recent research has shown that more than 40 per cent of people lie on their resume. While some of these lies are embellishments of achievements or minor omissions of facts, there are others that are far more serious.

However, to use the resume for applicant screening, employers should have a standardized application form. This will enable employers to have a uniform basis from which to carry out the comparisons.

In addition, a standardized application form that announces the intent of the employer to carry out employee criminal background checks and employment credit screening may discourage individuals who have something to hide from applying for the position. This could help bring down the volume of resumes for employers.

The language used in the application form should be precise if it to be of any use as a pre employment check. This will also prevent the employer from facing any lawsuits later on the grounds of unlawful termination or discrimination.

The application form used for applicant screening should also stress the fact that untruthfulness or material omissions are grounds to terminate the hiring process or employment, no matter when discovered.

This way, an employer who has given a condition acceptance to an applicant, can withdraw the offer if the employment screening service finds out the individual has a criminal record or did not pass a drug test.

However, employers should remember that a criminal history record itself cannot be the basis for withdrawal of the offer. The fact that the individual lied on the application form and that the employment screening company has to find the details could be grounds for termination of service.

Employers should also be careful about the information from the application form that they use for pre employment test screening. Some information about drug use as well as criminal records cannot be used in job screening.

The application form should also indicate the form that the employee background screening would include screening of educational and professional credentials, past employment and court records. If an employer uses an outside service to perform a pre-employment screening, the federal Fair Credit Reporting Act requires that there must be a consent and disclosure form separate from the application.

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