Integrated solutions incorporating technology and multiple lines of service come together to help speed up the hiring process and offer access to data.
Want to find cutting-edge practitioners of outsourced screening services? Catch a flight out to Chicago’s O’Hare Airport and then hop on a 15-minute cab ride to the western suburb of Addison, IL, home to Chamberlain College of Nursing. There you’ll find Vickie Mudra, the college’s national director of strategic alliances, feeling much more assured of her organization’s student screening efforts since they were outsourced under an integrated program.
EMployers have always needed fast and accurate services, but today’s game changer is the use of innovative technology to quickly retrieve and view records.
As HR leaders look to transform their organizations, the outsourcing of non-core functions is a key pillar of that effort. But deciding on exactly which services to outsource and which ones to retain has been an age-old dilemma for everyone who has ever considered
In an end-to-end service relationship, a California hospital chain consolidates screening service vendors and discovers that a partnership with a single provider can lead to greater benefits.
Human Resources has evolved over the years as we’ve placed greater emphasis on strategic communications and explored new ways to work more efficiently. Today, we’re using data and metrics to manage our work, and we’re including a branding strategy to help attract and retain the very best employees.
Parker Staffing Says its initial service provider failed to deliver. But engaging An alternative solution led to better results.
A privately held staffing company based in Seattle, Parker Staffing Service, LLC, provides temporary, contract, and full-time work in administrative, call center, IT, IS, development, QA, healthcare IT, and sales and marketing positions. Its staffing division focuses on the Pacific Northwest, while the technical and search divisions place candidates nationwide. In 1999, Parker decided to outsource background checks on every candidate it placed. Prioritized services with its first provider included SSN verification, seven-year background checks, credit checks, and employment and education verifications, depending on a candidate’s resume and client demand.
The top 13 providers of full-service workplace screening.
This is the second year we have published a listing of workplace screening and security providers. Thanks to feedback from our readers and some helpful direction from industry leaders, we have taken steps to improve our approach. This year’s annual listing of the top 13 full-service screening providers has undergone notable changes. With more providers witnessing an upswing in screening activity, which has translated into growth, competition is stiff. Some names from last year are missing, some new names are on the list, but the core players are still present.
The resume might say NYU graduate, but the skill set might be ABC Correspondence school. as employers step up vigilance in the hiring process, they are worried about not only candidates knocking at their doors but also the employees answering the call.
Picture this: there is an opening in your organization, and maybe you use a recruiter, send out an internal announcement, or post it on the company job board. Whatever method, you will have to shift through a slew of applicants.
Have you hired a new accountant but later realized he was counting on his fingers? Or maybe your new driver has a DWI conviction? By outsourcing workplace screening, you can easily find out how qualified a candidate really is before second-round interviews begin.
With improving technology and resources, workplace screening and security are no longer exclusive to government and military employers. Almost all organizations screen candidates in some fashion. Recent corporate scandals involving embezzlement and fraud have created greater public awareness on the importance of background screening. During the recent Hurricane Katrina disaster, it was discovered that former FEMA director Michael Brown was highly unqualified for his position because of numerous work history inconsistencies on his resumé.
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