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6 Ways to Streamline the Hiring and Recruiting Process

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When the economy was sluggish and the hiring pool large, employers had more time with the recruiting process and more options. Because of this, time-to-hire windows grew to inflated levels for many companies. Glassdoor.com found that the average interview time frame was as long as 23 days in recent years. However, that is set to change.

Recruiting Process

As the economy picks up, time-to-hire windows are shrinking. Employers must act quickly in the recruiting process to connect with top talent — before their competitors do.

The following are six tips for streamlining the hiring and recruiting process while still connecting with the best candidates:

1. Combine Quantity with Quality

Instead of spending a lot of time early in the recruiting process with just a few candidates, employers should do brief pre-hire assessments with a large number of applicants, then narrow it down to the ones who are the most promising. Additional time can then be spent with these individuals. The pre-hire assessment should be highly focused and take no more than 30 minutes.

2. Brand Your Workplace

Employers that connect with the top talent tend to have a reputation for being an appealing and desirable place to work. Investing time and effort into marketing the workplace and all its strong suits is often time well spent. This can be done easily and affordably via social media. Today’s workers appreciate cooperative cultures, flexible schedules and an eco-friendly ethos.

3. Use Social Media Screening

Sometimes a look at the LinkedIn, Facebook and other social media profiles of a candidate can assist with rapid pre-screening before the interview phase of the recruiting process. However, employers should take care to do this consistently with each candidate.

4. Recorded Interviews

A current trend that can help streamline the hiring process is online recorded interviews. Having candidates answer questions through an interface that records their answers doesn’t require an interviewer to be present. If the candidate passes this phase, they may then asked to attend an in-person interview.

5. Use Professional Employment Screening

A professional employment screening service is essential for eliminating untrustworthy candidates and bypassing those who could become a liability.

6. Find the Right Hiring Manager

Employers should also consider who is doing the hiring and how efficient and effective they have been. Possible parameters to consider might be first-year turnover rates and employee engagement among the individuals they have hired.

As the economy improves and the talent pool shrinks, top candidates won’t wait around through a lengthy recruiting process and background screening. Employers can use these six tips to streamline their approach and connect with the best workers possible.

Source: https://www.glassdoor.com/research/studies/time-to-hire-study/

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Protect Your Company From Data Breaches on the Inside

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A few years ago, the Target Corporation’s network data system was hacked. Subsequent investigations confirm that the data breaches were connected with employees from an HVAC company with whom Target had contracted with. The so-called cyber attack actually originated as an inside job which left Target’s servers vulnerable. Consequently, over 40 million Target customers’ credit and debit card information was stolen, and the giant corporation had to pay out approximately $10 million.

Data Breaches

In a world where small businesses and giant corporations and even governments rely on cloud data storage, virtual record-keeping and cloud IT management systems, it’s more critical than ever to make sure that internal tech security is on your agenda. Unfortunately, it’s not enough to just protect your company’s data from external hacks. You need to also protect your company from data breaches that originate from the inside.

What’s at Stake?

In today’s world, unscrupulous employees don’t just steal staplers and fountain pens. They have unprecedented access to your business data, sensitive internal memos, company agendas, and long-term plans for which some types of competitors would be willing to pay dearly. Data breaches can occur from the inside, but employment background screening can help secure vulnerabilities within the organization.

Employment screening background checks help to offer an added level of security that can assist in protecting your organization from internal data breaches. Employment screening can divulge:

  • History of convictions
  • History of serial jobs that are suspicious
  • Criminal records data
  • Falsification of education degrees or professional licenses
  • Drug users

What Can Companies Do To Reduce Risk of Data Breaches And Increase Internal Security?

Take the personal out of the equation. Companies need to realize that internal security breaches are becoming more commonplace. It’s better to rely on a reputable third-party to screen existing and current employees than to take a chance. This takes the personal relationships out of the equation and puts it squarely in an objective light. When employees realize that everyone is subjected to the same security protocols, they won’t object to the standard procedure.

Don’t delay the decision. Companies need to act swiftly to put security practices in place. Data breaches happen overnight, and they are never anticipated. It’s critical to implement employee background screening as soon as possible.

For more information about secure background screening and employment background checks, and how they can protect your company’s sensitive data from internal data breaches, contact us today.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

6 Key Steps to Compliant Employment Background Screening

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Compliant employment background screening is a trending topic due to Ban-the-Box legislation and the rules that have been enacted as a result. Not complying with laws relevant to applicant rights can lead to lawsuits for business and organizations.

Compliant Employment Background Screening

The following covers six key areas related to compliant employment background screening and best practices in hiring:

1. Use a Compliant Employment Background Screening Worker Consent Form

Having employees agree to all aspects of compliant employment background screening is the first step to being covered for the process. Consent form components should refer to current FCRA legislation as well as state and local laws. Have a lawyer or qualified personnel review the form. Ensure it is in compliance with Fair Chance Acts and Ban-the-Box standards.

2. Use Focused, Selective Screening

Guidelines for which screening packages and services should be ordered for different worker positions should be clearly defined. For example, while a credit report would be relevant for someone seeking a role in financial services, it would not apply to many other positions. The type of screening should always be relevant to the job sought. A professional compliant employment background screening service can take much of the guesswork out of the process.

3. Train Staff Well

All relevant staff members should be fully trained in compliant employment background screening. They should be able to efficiently interpret and apply the information contained within the completed background report in compliance with federal, state and local laws.

4. Apply Screening Results Appropriately

Results should be reviewed in accordance with Individualized Assessment Guidelines from the U.S. Equal Employment Opportunity Commission (EEOC). A copy should be provided to the applicant if requested – they have the right to view the entire background report and all screening results.

5. Follow A Fair Negative Action Process When Needed

When taking any action that is not in an applicant’s favor based upon results received in a background check, a fair procedure should be followed. Send the applicant a letter containing a summary of their FCRA rights and a copy of the report as well as a dispute form in case they wish to respond.

6. Be Consistent

When all background results have been received, employers can make a decision about the best candidate for the position. Businesses should bear in mind that the factors used to eliminate a candidate should be consistent and always relevant to the demands of the position.

Laws related to compliant employment background screening are more complex than ever. Employers can help to remain in compliance through the establishment of a well-researched process, training relevant staff members accordingly, staying consistent with each job candidate, and reevaluating their hiring process regularly.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Effective Background Screening And The Unexpected Benefits

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Effective Background Screening

No manager wants to find out the hard way that they’ve hired someone that could put their operations or company perception at risk, but liability shouldn’t be the only motivator when it comes to effective background screening. Determining the truth of your potential employee’s work history and educational achievements, will help you determine the best fit for them within your company. Verifying the information on their resume using employment verification services helps both your company and your new hire start on stable ground and build the foundations of a good working relationship.

Effective Background Screening Benefit #1: Match Background to Company Needs

Resumes are typically tailored to the position an individual is applying for; this is especially true if the job market in that industry is competitive. As a result, schooling that doesn’t directly coincide with perceived position duties might be downplayed or even omitted altogether. When educational history is requested and verified using education verification services, it opens the door to a conversation about what your new hire may be capable of, potentially revealing the capacity for expanded job duties or even a better fit in another open position.

Effective Background Screening Benefit #2: Mitigate Unnecessary Candidate Elimination

Much like any record-keeping system, errors and mistakes do happen. Effective background screening and the subsequent “unpacking” of found information gives the potential new hire a chance to explain irregularities and correct problems to ensure you’re getting the full picture. Willing candidates are often far more abundant than qualified ones, and the effective background screening process gives you the best chance at connecting with quality talent. Going through this effort upfront saves time and resources, unlike hosting a revolving door of unqualified “catch and release” style candidates.

Effective Background Screening Benefit #3: Settling In Goes Faster

When a manager has the chance to peek at what is, essentially, a highlight reel of a candidate’s life, he or she can transition that much faster into onboarding. Finding common ground – a city lived in, a college attended, and so on – helps build familiarity and starts your new hire off on the right foot with their team. While your management team must be cautious not to discuss or question any background check aspects outside the realm of legality, the onboarding process is still a great shortcut toward getting to know a new employee.

Remember: effective background screening doesn’t simply tell you if something is “wrong” or not, the hiring process invites a discussion and exploration of capabilities. Ultimately, those skills and that life experience can prove a huge benefit to your company and add efficiency to your management functions.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Background Records Search Types and How They Are Useful

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Regardless if you are an employee or employer, it’s important to know what kind of background records are available on the market. We are going to cover some of the background records searches that employers frequently use to retrieve information from a potential employee. Here’s a look at some of the types of background records on the market and how they’re useful.

Background Records Searches

Types of Background Records

Since many background records are often limited to search depth, several different checks have been created to cover a greater search area. For example, some criminal background records only offer searches in your geographic area. This means that if crimes were committed in another state, they might go unlisted in a local or county criminal search.

To avoid this, employers will often utilize multiple background records or a national criminal background check to make sure that they search the greatest geographical area.

Such background records that are often utilized are:

  • State Criminal Records – Some states offer a statewide search, so you can search for criminal records within the state of residence.
  • National Criminal Records – For a broader search that should include the state criminal records search, this search can identify crimes in different locations across the United States.
  • County Criminal Records – These background record searches can find felonies and misdemeanors in the 3,000+ county courts within the United States. This is the most accurate type of criminal search, but you will need to know the county in which to search.
  • Federal Criminal Records – Whether embezzlement, fraud, or tax evasion, Federal Criminal Records can uncover prosecuted crimes within the Federal court system.
  • Prohibited and Restricted Parties Search – These searches can help you discover if your possible employee is an illegal gun trader, narcotic trafficker, money launderer, or terrorist.

These are only a handful of the background search products on the market, and there are other types that can assist you in finding the information you need. When screening potential workers, background records can help determine whether or not an employee is right for your business.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

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