When applying for a job, an employee pays a lot of attention to various aspects of his or her own safety. The main things that an employee usually keeps track of are the following:
Financial security is of the utmost importance to the employee. How will the employee receive money? Will it be cash payments or a bank account?
Today, most non-state companies divide salaries into two parts: open - the one that is stated in official documents, and hidden - the one that is paid to the employee, although it is not officially declared. What is more important for the employee? Real money or vague guarantees?
The desire to choose a reliable place of work
For this you can background check instant. The employee finds out what kind of company is it? How many years has it been around? (This is an important indicator showing the reliability of the firm.) Is the business legal? Will he or she come into conflict with the law by starting to work for this company? Who is the organization working with?
Organizational culture, which includes the code of conduct by which this organization lives. The desire to work in a work group with a good psychological climate and to have a good relationship with the immediate supervisor.
The desire to have no psychological stress associated with the performance of one's job.
Employees choosing a workplace also take into account the physical conditions in which the work takes place. Will they have to work outdoors or indoors in a highly gassy environment? Will the work be associated with factors that can negatively affect health?
In addition, many people are concerned about social security. What social package does the company offer to its employees (vacation time, health insurance, sick pay, etc.)? To what extent is the company focused on compliance with the requirements of the Labor Code? Does the organization have a structure that protects employee rights? What is the status of the personnel service? Does the service have a high enough status to act as a structure focused on protection of employees' interests, mitigating contradictions and friction, if any, between the administration and personnel?
The content of the work to be done in the firm. To what extent does the work match the education, experience, and expectations of the employee?
Adherence to certain ethical principles of selection. Sometimes the safety of the employee is threatened by improper actions of representatives of the employing organization that violate ethical norms developed in the field of recruitment. Elena Barkova, head of Executive Search at Anchor, cites the example of a senior manager from a Western company, to which a recruiting agency had offered a candidate for a current vacancy, decided to act "decisively" and to check the candidate directly at the company where the applicant was still working, without informing the management that he had started looking for a new job.
The manager of the company to whom the contact was made, after some confusion at the beginning of the conversation (the news that the key employee of the company wanted to find another job was very unpleasant for him) gave the subordinate a sharply negative characterization. As a result, the candidate was eliminated from the applicants, and the client company from the West expressed its complaints to the recruiting agency, "Why are you offering us such candidates?" The employee himself was assured big trouble on the job.
This example shows the threat that inappropriate actions by employers during background checks can pose to candidates. Critical ethical principles include:
The need for the applicant's consent to seek verification of the information he or she has provided.
The only places to request a background check are places of previous employment, not the company in which the individual is currently employed.