Please read the text below and rewrite them using different words/concepts!

The Vetting Process (Conducting a Background Check):

When youre looking to make a new hire, its common practice to call references and confirm previous employers. Vetting an employee delves deeper into the applicants background. The vetting meaning hasnt changed that much over the years, but its essential for you as a business owner to understand the entire process. This can include a search for an applicants prior convictions or jail time, checking credit references, verifying professional licenses and certifications, and tracking employment history. It is the job of professional investigative agencies that you hire to conduct these checks and to screen the background of the job applicant. When you vet a candidate, youre looking for potential red flags that could determine whether that person will become a reliable and effective employee or prove unreliable and inefficient at performing regular work duties. Therefore, the vetting meaning isnt merely about digging up dirt on a prospective worker; its about protecting your workplace from employees that wont add value to your business (Anderson, 2018).

As part of your standard employee vetting policy, you should make sure that the process only begins after the candidate has gone through the initial set of interviews. Conducting the background check too early may be a waste of resources and money, while vetting too late may mean that your company will need to find a replacement if there is an issue with the employees background. Before the vetting process can begin, your prospective employee must sign a consent form in which she grants the company permission to investigate her background (Anderson, 2018).

While the vetting meaning can differ slightly from company to company, there are some best practices to follow when conducting a background check on a potential employee. First, make sure that the vetting process is clear, concise, and standard among all applicants. That means that every person you consider for the position should go through the same background check. Second, ensure that the consent forms are easily understood and signed before the background check starts. And finally, you should avoid making any request for personal or additional information that does not apply to the job (Anderson, 2018).

Cost/Benefit Analysis of Recruitment and Selection

The cost factor related to preliminary screening is the time factor as the process is time-consuming. It forms the valuable item of selecting the senior employee as those recruiting can get qualified candidates for the position. Those who are unqualified are eliminated thus providing the best candidates for the jobs.

Interviewing candidates is costly and time-consuming. However, the cost-benefit associated with interviewing is the organization can know the right candidates for the positions based on the qualifications.

Background verification and reference check are cumbersome and time-consuming as the company must get the relevant information of the candidate. However, the process is useful as the management can get accurate data of the applicant to facilitate efficient selection process and acquiring of the best candidate. Screening prospective employees is a crucial part of the hiring process, as finding the right employee from the start can help save your company time and money. However, performing a background check isnt free, and its worth considering the costs before deciding on a pre-employment screening service. To avoid expensive costs and ensure youre placing the right individual in the position, its essential to screen job candidates thoroughly. Hiring the right person from the start can help reduce your turnover expenses by reducing the likelihood of employee termination. According to the US Department of Labor, making the wrong hire could cost on average about 30 percent of that employees first-year salary.