Interviewing and Pre-Screening
In this entry of The Rainy Day Private Investigative Services [PIS] Investigator’s Gazette; the topic of discussion is interviewing and pre-screening individuals. Let’s start by defining a couple of terms.
Interviewing, strictly within the context of investigations, is when the interviewer [in this case, the investigator] will organize a meeting with the subject of the interview and will begin a line of questioning, typically either with the intent of gleaning specific knowledge - or just as a general inquiry into that individuals background.
Pre-Screening is when an entity, perhaps for example’s sake an employer, regularly receives a mid to large sized influx of applicants to a position. As positions can be sensitive to confidential information or may require a certain caliber of skill, experienced employers know pre-screening is a vital part of the recruiting process.
Pictured above: the text “INTERVIEWING _ PRE-SCREENING” overlaid on to a royalty-free image of a reel-to-reel recording device.
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Michael Hansen, article writer at EdgePoint Learning, states that our neighbours to the south in the United States of America spent approximately ninety-one billion US dollars [91,000,000,000$] in the period of 2016-2017 alone - just one training new employees. Many employers believe that their interview process is enough to determine if an applicant is appropriate for the job at hand; however, while once upon a time this may have been true, it’s a tough sell in today’s environment.
The world experienced a significant cultural shift following the wake of the early 2000’s “Dot.Com” bubble bursting. In a brave new world of technology and computing power, social networks were established and after withstanding the test of time - resulted in the few major social media providers that the majority of the populace occupy. These avenues of social media have ushered in a new era, where people post large portions of their lives online, where many employers lack the tools to properly aggregate all the data that potential employees post about themselves. This leaves employers open to a significant risk, hiring people that effectively could have a troubling track record online that the employer neglected to find on their own. At best, this wastes the organization’s time and money. At worst? The organization could be opening itself up to a world of potential liabilities.
This is where an experienced Rainy Day PIS investigator comes in. Human Resources departments are very skilled in a variety of roles - however, an experienced private investigator is the only safe bet for hiring employees for any role for your organization. A proper interview should still include an organization’s usual panel of associates, except this part should only be conducted after your Rainy Day PIS investigator has completed the preliminary pre-screening interview stage.
The investigators pre-screening interview stage combines background checks which utilize O.S.INT. , comprehensive social media checks using Rainy Day PIS proprietary software, and a special interview questionnaire with industry-proven questions as well as inquiries provided by the employer. These steps and more provide an extreme filter to weed out the best possible applicants for your business, at a fraction of the cost of rehiring a new employee.
These tried and true systems have been keeping our clients satisfied, keeping their organizations overhead low, and keeping their organizations safer, for years; because that’s the Rainy Day way. Book your appointment or contact a Rainy Day PIS consultant for a brief assessment today.