Which of the following can be considered a protective measure in employment screening?

Conducting background checks is recognized as a critical protective measure in employment screening. This process involves thoroughly investigating a candidate's history to verify their credentials and assess any potential risks associated with their employment. Background checks can include criminal history, credit history, employment verification, and educational qualifications. The goal of these checks is to ensure that the individual meets the organization's standards for trustworthiness, reliability, and suitability for the position.

This protective measure helps to mitigate potential threats that could arise from hiring individuals with a history of misconduct or other concerning behaviors. By identifying these risks early in the hiring process, organizations can make more informed decisions, thereby enhancing the overall safety and security of their operations.

In contrast, while standardized templates for interviews may improve consistency, they do not inherently safeguard against hiring risks. Limiting the number of applicants might reduce the risk of bad hires but could also prevent the selection of the best candidate available. Requiring recommendations provides valuable insights but does not offer the same level of verification and security that background checks provide.