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