Issue link: https://www.e-digitaleditions.com/i/330423
[ 23 ] JUNE 2014 | www.hrotoday.com Background Screening process makes all the difference. "A candidate who has a positive experience during the screening process is more apt to stay with an employer long term and make significant contributions," he says. Twenty-eight percent of respondents to HireRight's 2014 Employee Screening Benchmark Report have plans to improve the candidate experience in the next year. William Franck, executive vice president of client portfolio management and customer service for First Advantage, warns that a disjointed process will send qualified candidates elsewhere. "Many companies are running fast and furiously and don't take the time required to distinguish the foundational elements of success, such as uniform background screening regardless of job type and how engaging their screening process is for candidates," says Franck. How can a positive candidate experience be achieved? Aurico advises: • A collaborative effort between the organization, candidate, and screening provider; • Consistent screening processes; • Timely execution; and • Effective and frequent communication. Technology can also play a role in improving the process. With the rise of SaaS-based platforms, today's innovations have the ability to improve consistency and outcomes. Franck recommends that technology be part of a well- defined plan supported by change management. It will not be a saving grace without executed effort. "Thanks to today's technology, HR professionals can ensure their screening efforts are strategic versus strictly transactional and that the candidate experience is positive, not frustrating," he says. Becoming more and more common is integration between background screening and applicant tracking systems (ATS). "These systems are used by HR to manage and guide the background screening process, deliver ad hoc visibility into candidate status, and provide ways to maintain alignment through the sharing of information using both manual update and reporting functionality," says Goldberg. Improvements in ATS have benefited the screening process. Goldberg shares some advancements including: • Electronic filing of candidate documents, improving hiring efficiency; • Adjudication capabilities, helping to remove human bias; and • Support of logging and tracking requirements of the Equal Employment Opportunity Commission, the Fair Credit Reporting Act, and the Office of Federal Contract Compliance Programs, pivotal to maintaining compliance. Rachel Trindade, vice president of marketing for HireRight, notes that integrating screening and an ATS can also cut down hiring time. "The integrated solution reduces steps for recruiters and applicants and speeds up the process to get candidates hired and onboarded more quickly," she explains. Trindade also points out that the application of mobile technology allows hiring managers and candidates anytime access to data, which can reduce turnaround time as well. Verification Importance HireRight's 2014 Employee Screening Benchmark Report finds that 45 percent of respondents execute education checks—but that number might be on the rise, Ken Monroe, director of operations for Background Investigation Bureau, recalls a case where a candidate seeking a healthcare position claimed he had a degree from a university in California. The initial screen reported he was not a graduate—but that didn't stop him. The applicant brought in a diploma and transcripts, Monroe explains. But his team had a keen eye and declared the diploma fake. It had a false signature: The governor at the time of graduation in California was Arnold Schwarzenegger, and the signature on the counterfeit was of the current governor. Policy Consistency Background screening helps drive recruiting practices to be standardized, which in turn reduces risk. Having uniform practices will ensure all candidates are treated equally and fairly during the hiring process. This benefits the entire workforce. "The adherence to a consistent screening practice across the enterprise is also a good thing for existing employees. Applicants with false credentials or inflated qualifications won't advance in the recruiting process; therefore, employees are assured that they're working with trusted like-minded professionals who have been properly vetted," says William Franck, executive vice president of client portfolio management and customer service for First Advantage.