In the context of violence prevention, administrative controls in pre-employment screening are used to do what?

• A. Reduce the number of personnel prone to violent behaviors
• B. Increase hiring speed
• C. Be irrelevant to violence prevention
• D. Only post-employment checks

Answer: (A)

Administrative controls in violence prevention use policies and procedures to shape hiring and behavior, aiming to reduce risk before it can manifest. Pre-employment screening is a key example because it evaluates a candidate’s background, past behavior, and other risk indicators before they join the organization. By identifying factors associated with violent conduct—such as criminal history, patterns of aggression, or behavioral red flags—this screening lowers the likelihood that someone with a propensity for violence becomes part of the workforce. It’s a preventive, proactive step that helps keep the workplace safer. It’s not about speeding up hiring, it isn’t irrelevant to prevention, and it isn’t limited to post-employment checks—the emphasis is on evaluating and filtering applicants before they are hired.