Screening & Selection

Checking for the Future

Background screens are providing organizations with the tools to hire the best candidates for the job. By Christa Elliott Once the applications are in and the pool of prospective  has been narrowed, HR departments rely heavily on background screening to look for red flags
in their top candidates’ pasts. But today, a number of factors, including relevant legislation and pressure to reduce time to hire are challenging background service partners to deliver more. Ban-the-box laws will make it harder to eliminate certain candidates early on and the U.S.’ ever-evolving and variable marijuana legislation is forcing employers to rethink their attitudes toward marijuana use. Amidst all of this controversy, the background screening industry is caught in the middle. Considering all of these complications, the role of the screening provider is more important than ever in helping organizations navigate the current industry landscape to reduce risk, maintain compliance, and most importantly, hire the best candidates.

Continue reading →

2017 HRO Today Baker’s Dozen: Employee Screening

We rank the top providers based on customer satisfaction surveys. By The Editors HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 13 responses from 10 companies. In order to determine an overall ranking, we analyze results across three subcategories: service breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score.

Continue reading →

In Jeopardy

New research shows that organizations lack a systematic approach to background checks. Organizations have a strong need for top-tier background screening providers, and that need is increasing monthly. The pre-employment screening industry alone represents a $2 billion domestic market (according to research by IBISWorld), and that amount is expected to grow as more jobs are added that will need background checking. The U.S. Bureau of Labor Statistics’ 2017 forecast is 2.2 million jobs. Coupled with the needs to accommodate volume of hiring, HR in the U.S. faces hundreds of work-related homicides, billions of dollars in employee theft, and numerous applications with embellishments or outright lies annually. In fact, bad hires cost a company nearly $17,000 on average, which doesn’t include damage to employee morale, additional supervision time to train or turn around a bad hire, productivity loss for the organization, revenue that’s not being generated, and client relationships that could turn sour as a result of bad impressions.

Continue reading →

When Quality Counts The Most

Background screens help organizations make the right decision when it comes to their most important asset: talent.
Dave Zielinski
Human resource leaders are facing new challenges when it comes to the background screening of job applicants. While the chief goal of any screen remains an accurate, thorough review of candidates that complies with government regulations, changes buffeting the talent acquisition field mean HR professionals have to consider their screening processes in a new light.Workforce demographics are introducing new challenges. Organizations employing a larger number of contingent workers often require faster screens and new accountability from vendors supplying the contractors. There are also more and more candidates with international experience on their resumes. This is causing the screening process to be equipped to collect data in countries that still rely on unwieldy, paper-based records or have different data privacy regulations all together.

Continue reading →

HRO Today 2017 Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

It’s Better To Check

Why inadequate screening for contingent workers can have long-term consequences.
By Christa Elliott
The term “non-employee” may sound strange, but it’s actually becoming quite common and describes an increasingly large percentage of the workforce. According to the most recent U.S. Department of Labor survey, roughly 30 percent of the American workforce (or 42.6 million people) are contingent workers. These employees, though not always physically present in the office, perform many of the same functions, often have access to the same sensitive company information and, in some cases, are offered the same benefits as traditional employees. So shouldn’t they be subject to the same background screening process? While this seems logical enough, it is not always the case. Despite the risks associated with insufficient screening, some employers don’t feel they have the time or resources to subject contingent workers to a standard screening process and instead opt for a less thorough approach.

Continue reading →

Make A Statement

How To Find – And Get The Most Out Of – The Best SOW Employees
By Belinda Sharr A new wave of workers is arriving, and they hold a Statement of Work (SOW). When companies have specific tasks that require a highly specific and often specialized set of skills, they may choose to retain SOW workers -- especially in cases where they won’t need a permanent employee long-term and the skill-set is too specialized for hire temporary ones. To find the right fit, many companies turn to managed-service providers (MSPs) to add SOW employees into the mix of contingent labor. One benefit of hiring a SOW worker is that a company can choose a highly-skilled specialist to work on a specific task that needs to be accomplished. Hiring in this way is more about employing a skill, rather than a person. And hiring a specific skill is going to require a monetary investment on the company’s end.

Continue reading →

2015 Baker’s Dozen Customer Satisfaction Surveys: Screening

2015 Baker’s Dozen Customer Satisfaction Ratings: Screening By The Editors HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 13 responses from 10 companies. In order to determine an overall ranking, we analyze results across three subcategories: service breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score.

Continue reading →

2016 Trends In Applicant Tracking Systems

New direction: single platform for continuous recruiting By Russ Banham Yesterday’s ATS (applicant tracking system) was a great way to manage the flood of job applications that overwhelmed hiring managers in the past. By automatically filtering the submissions based on a range of candidate criteria, these applications could be handled in a streamlined and regulatory-compliant manner. Today’s ATS does this and much, much more. The insatiable demand for talent in an extremely tight employment marketplace compels companies to transform their ATS into a single platform. The single platform ATS promotes more personalized talent communities, markets the employment brand across multiple channels, identifies an applicant’s cultural and behavioral fit through predictive analytics, and makes the user experience less arduous for recruiters. By tearing down organizational silos and keeping all aspects of talent recruitment, onboarding, and management in one place, recruiting teams can source, brand, hire, and communicate across all workforce types and in multiple countries and time zones.

Continue reading →

Refining the Process

Employers can turn to background screening technology to improve candidate experience

Audrey Roth
In today’s constant war for talent, the job market has become candidate-driven with more than half of all employers admitting that it’s hard to find candidates with the appropriate skills for the positions they are hiring for, according to CareerBuilder’s 2015 Candidate Behavior Study. Job seekers expect a consumer-grade experience and an unpleasant, slow, or invasive background check can easily turn a candidate off of a potential employer. In today’s marketplace, employers should focus on creating the best candidate experience with their background screening processes. Twenty-five percent of companies surveyed in HireRight’s 2015 Employment Screening Benchmark Report indicated that improving the candidate experience, from application through onboarding is one of their most significant talent acquisition challenges.

Continue reading →