While COVID-19 poses some challenges to screening new hires, these strategies help companies conduct due diligence now and in the new normal.
By Debbie Bolla
For the last few months, organizations have been forced to think on their feet and devise human capital strategies in response to COVID-19. While some organizations have had to put a freeze on hiring, plenty of companies, including Kroger, Healthfirst, and Instacart, are on the opposite end of the spectrum, ramping up pools of essential workers. During this time of social distancing and state closure mandates, HR has had to enlist a bevy of approaches to get new workers on board. On that list: background screening. Verifying the many facets of a candidate’s background is imperative to mitigating risk and ensuring a positive hire no matter the climate.
Before every hire comes a background screening report. And while we’ve become accustomed to this stage of the hiring process, it’s not often that we reflect on the benefits and standards of this sector of the industry as they pertain to our own organizations.
This report is your answer for an examination of the most important components and system capabilities of a background screening provider, as well as a look at overall satisfaction with background screening providers.
Download this report and learn:
View the results of this year’s Baker’s Dozen ranking for employee screening.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings 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 to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
A new tech tool uncovers ways organizations can eliminate bias during the hiring process.
By Judd B. Kessler and Corinne Low
A growing body of evidence suggests that hiring managers and recruiters display bias against underrepresented minorities. These findings have come from a research method called a “resume audit.” The idea is simple.
Background screening remains a critical step in the hiring process.
By Larry Basinait
Today, improving candidate experience is a major driving force in the hiring process—and a solid background screening approach is a critical step to ensuring that job seekers are satisfied. Candidates are looking for a process that is transparent and offers real-time updates on a mobile platform. While new research from HRO Today finds that 75 percent of job seekers ranked overall performance as “good” or “excellent,” there is room for background screening partners to improve the perception of how well they deliver their services. Where can improvements be made?
The complexity of pre-employment screening and the associated technologies that drive it have changed radically during the past decade. However, the problem is that the largest providers and the investment engines, such as private equity who backed them in the first round of development and the second round of adaptation, have not been persuaded or incented to make new rounds of investments in rebuilding legacy systems.
At best, this situation represents a missed opportunity. At worst, it risks a world in which employers will suffer declining compliance and worsening performance. As is often the case, these legacy provider platforms and practices present the most significant obstacle
Instead, we need a profound rethinking of the market’s arrangements and expectations. To equip today’s employers with the speed and scale necessary to renovate and invigorate hiring background screening technological systems, providers need more than an investment engine.
Screening tech innovations are improving speed, trust, transparency, and ultimately, the candidate experience.
By Marta Chmielowicz
With record numbers of millennials and Generation Z job candidates entering the workforce, employers are reconsidering their long-held hiring practices in order to attract and retain best-fit talent. Candidate experience is now one of the hottest topics in hiring, with organizations striving to illustrate their brand from their very first interactions with potential candidates. In fact, the State of Employer Branding survey by Jibe indicates that 95 percent of HR professionals feel that their brand is impacted by candidate experience.
Experts offer strategies to help navigate the complex landscape of marijuana legalization and workforce safety.
By Marta Chmielowicz
There is more public support for marijuana law reform than ever before, with Pew Research Center reporting that 62 percent of Americans are in favor of marijuana legalization. And the legislative landscape is constantly changing—33 states have legalized medical marijuana and 10 states, along with Washington D.C., have legalized its recreational use. But it is still classified as a Schedule I drug, or a substance with high potential for abuse and no currently accepted medical use, under federal law. This contradictory legislation is creating a conundrum for organizations that have embraced strict drug-free workplace policies.
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