Organizations expectâand deserveâcompliance, accuracy, andÂ quality hires from their vetting process.
Most HR executives want the best, most accurate, andÂ most relevant information about job candidates. TheÂ idea is that information about academic achievement,Â employment history, credit practices, and communityÂ citizenship will reveal what job opportunities forÂ which the person isâor isnâtâwell-suited.
One problem is getting that information is fraughtÂ with peril. A simple online search of criminal recordsÂ is seriously inconsistent: There are often falseÂ negatives and false positives. And when it comes toÂ global background screening, there are numerousÂ requirementsâand sometimes, competing priorities.
This is especially true in a client-facing industry.Â âOur business is healthcare; we want to makeÂ sure our patients are in good hands,â says BrookeÂ Stover, manager of HR shared services for EvolutionÂ Healthcare. âGlobal background screening fits intoÂ that because our patients well-being is at stakeÂ (and) our companyâs reputation is at stake. WeÂ want to make sure that our caregivers as well as ourÂ administrative staff are who they say they are, thatÂ they have the experience and education that theyÂ purport to have, and that any past indiscretions inÂ their background would be unrelated to the job forÂ which they have applied or are being offered.â
Stover works with background screening provider InfoÂ Cubic Employment Screening to vet their candidatesÂ as well as to stay compliant. Some of the processesÂ can be quite extensive. In the case of record retrieval,Â Stover explains that some parts of the country requireÂ their screening provider to obtain actual countyÂ records in order to inspect paper copies. âNameÂ onlyâ matches also pose a challengeâespecially withÂ common names. If Evolution Healthcare is hiring aÂ John Smith, they want to ensure itâs the right JohnÂ Smith. Both have an impact on accuracy and turnoverÂ time.
âThat really has changed my perspective on qualityÂ of background screening, as well as reasonable timeÂ frames in which to expect responses,â she says. âOfÂ course everyone wants their stuff done as quicklyÂ as possible; we donât want to sacrifice for speed,Â especially in the background screening arena. That said, our expectation is that we will still be gettingÂ timely responses particularly from the sources whereÂ the records are electronically searchable.â
Todayâs expectations are high when it comes toÂ turnaround time. âClients want that information in real time,â finds Ben Goldberg, president ofÂ background screening provider Aurico. Itâs one ofÂ the main metrics that client measure the success ofÂ their program on. As Stover pointed out, she canÂ experience different processing times for differentÂ locations, and Goldberg agrees that it does happen.Â But todayâs technology, processes, and third-partyÂ expertise can help evaluate why delays are happeningÂ and how to mitigate change in the process.
Erin Campbell, director of human resources forJMC Steel Group, leans on background screeningÂ provider Aurico to ensure practices are currentÂ with industry regulations, especially since the EEOCÂ and other government agencies are becomingÂ increasingly concerned with vetting candidatesÂ properly and legally. âI think it is very important thatÂ the background check company is up-to-date on theÂ ever-changing rules, regulations, and laws at theÂ federal, state, and county levels. It seems that newÂ rulings regarding background check standards andÂ procedures appear frequently. Itâs important for ourÂ background check provider to ensure compliance withÂ all laws.â
Goldberg agrees: âIn 2016, compliance will be oneÂ of the biggest areas of focus for most backgroundÂ screening companies, and inevitably, most clients.â
In todayâs hiring market, there is much moreÂ scrutiny around background screening compliance.Â Organizations leverage audits to ensure variousÂ rules and regulations are being adhered to. ChangesÂ are weekly in some cases, and often monthly, saysÂ Goldberg. This is where third-party expertise becomesÂ invaluableâeducating clients in a timely manner.
As organizations continue to expand their globalÂ footprints, background screening is becoming moreÂ acceptedâand expectedâacross an internationalÂ playing field.
âThe market is changing. Itâs increasing in popularityÂ as it becomes more culturally acceptable, particularlyÂ in Europe and Asia Pacific,â says Jason Rennie, seniorÂ vice president of sales and marketing for Info CubicÂ Employment Screening. âEmployers are reviewing theÂ educational and employment history, but also theÂ criminal history, where it is legally available. SomeÂ countries are pretty strict about what you can andÂ canât do.â
Organizations are seeing the value in vetting allÂ employees no matter the location. âWeâre seeingÂ the market grow,â says Goldberg. âWeâre certainlyÂ seeing a greater increase in volume, internationallyÂ and greater acceptance internationally, and seeing aÂ greater consistency globally as it relates to screeningÂ best practices.â
Some would argue that international screening bestÂ practices are still in their infancy and that there isÂ a strong need for standardization. Rennie says thatÂ often these processes are not customary across theÂ board, which could cause future hiring challenges.
âA lot of these multinational companies are allowingÂ their regions to operate independently, and thatâsÂ potentially going to cause some concern because â¦Â youâd like to have the same criteria for every applicantÂ who is applying for the same job,â says Rennie. âButÂ when regions are operating independently, youâreÂ never sure â¦ is Asia Pacific using the same standardsÂ as the EU or the U.S.? You want each applicant to haveÂ the same background check across the globe.â