Which of the following can be included in the pre-employment screening process?

Including criminal record verification in the pre-employment screening process is critical for many organizations, particularly those in sensitive sectors like government and defense. This aspect of screening helps ensure the integrity and safety of the workplace by identifying any potential risks that a candidate's criminal history may pose.

Criminal record checks serve multiple purposes: they can reveal past behaviors that are inconsistent with the values and expectations of the employer, such as theft, violence, or dishonesty. Additionally, these checks support a safer working environment for all employees by helping to prevent the hiring of individuals with a history that could endanger colleagues or company assets.

While social media activity review and health assessments may provide valuable insights into a candidate's character or suitability, they are often not standardized elements of the pre-employment screening process across various types of organizations. Social media reviews can lead to bias and are subject to legal constraints, while health assessments are usually more relevant for specific roles that demand particular physical capabilities.

Gathering references can offer insights into a candidate's past performance and conduct, but relying solely on that method can be insufficient without validating key legal and ethical considerations through criminal history checks. Therefore, criminal record verification stands out as a fundamental and often mandatory aspect of comprehensive pre-employment screening.