An Applicant Management Process Should Do More Than Tailor Questions To Screen Candidates

I listened to a radio commercial recently for a job search site that touted their applicant management process. This company wanted the listeners to know that if they post jobs to this site that they can tailor questions that will help weed out applicants not suitable to the job. Well, I suppose this is a good thing. Who wants to hire someone that is simply throwing around their resume at any position they see in order to try to land a job…ANY job? If an employer wants to ensure they are getting qualified applicants it would make more sense to bundle more options in an applicant tracking system. Wouldn’t it be good to know that an applicant did not have a criminal history or maybe you want to avoid a user of illegal drugs being on your team? Bill Bregar, founder and CEO of Loss Prevention Systems Inc. recognized the importance of having more than just a cursory insight into who may work in your store. This is the reason that Loss Prevention Systems Inc. (LPSI) offers an applicant management system that can include drug screening and background investigations along with other options to employers.

According to, system is defined as, “a regularly interacting or independent group of items forming a unified whole.” This is exactly what LPSI’s applicant management system can do. It can allow employers to choose independent pieces in their hiring process to make a stronger, unified team of employees. Do you want qualifying questions that will screen out unqualified applicants? They can do that. Do you want to eliminate the safety risks and potential theft concerns associated with employees who use illegal substances? LPSI offers drug screening to identify applicants that could cost you money in accident claims or losses incurred through carelessness or worse, theft. Concern over hiring someone with a criminal background or even a poor driving record can be addressed with background investigations. LPSI can even tailor the background checks to include credit history, sex offender registries, employment, and education verifications. If you are finally tired of keeping track of paper applications this application management system allows for electronic tracking and filing of all the associated documentation. Even a candidate’s electronic authorization permitting a credit check can be accomplished in an electronic format.

Sometimes an employer may have a concern that electronic personnel files may not meet federal guidelines. This is an unfounded concern. According to the U.S. Department of Labor, Fact Sheet #21, Record Keeping Requirements under the Fair Labor Standards Act (FLSA), “Every covered employer must keep certain records for each non-exempt worker. The Act requires no particular form for the records” (emphasis added by writer).  There are certain documents that employers are required to retain but how they are maintained is up to the employer. LPSI’s applicant management process is compliant with federal guidelines and employers keep files in one secure location.  Because an applicant can choose to undergo drug screening or release information required for a background investigation these documents are not required to be retained by the employer but the release forms are kept in the electronic personnel file anyways.    

Using a job search website to post your positions is a good way to get the word out that you are looking for candidates. They may even be helpful in building resumes for job seekers. When it comes to weeding out workers you wouldn’t want from a pool of applicants, placing your trust in a company that has experience in Loss Prevention and investigations is a better choice. Loss Prevention Systems Inc. has all of the tools available in its applicant management process to ensure your applicant pool is filled to the rim with well-qualified workers.


Get more information on an applicant management process, contact us or call 1.770.426.0547 today.



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