“Annie was hired as a Manager in an IT firm which did not conduct any background screening prior to recruitment. A few days later it was observed that Annie was not able to handle even the basic technical tasks that are usually expected out of a junior. Seeing this as a regular practice, the Senior Manager raised a red flag and on the basis of the same the company conducted a reference check and subsequently found that Annie was working as junior engineer in her previous company and had carefully embellished her CV to get a higher designation.”
Such instances, throw light on the criticality of background screening processes that are slowly but steadily picking up speed within the realm of the recruitment vertical. The above example shows us just the tip of the iceberg that is hidden under the barrage of rising resume frauds and falsifications.
Recruiters must acquire detailed information about a candidate’s past employment records as well as criminal history before they make the crucial hiring decision. This information helps in reducing the risk that can tag along with the candidate if he/she has criminal record or hazy employment records to show. It also sieves the applications that can become potential hazards for the workplace.
Instead of choosing a standard procedure for all, recruiters should learn to adapt their screening policies on case to case basis and choose the best talent in the industry.
Employers need to examine the responsibilities of a particular designation, the work environment along with the severity of the data that is being dealt with. There can be certain positions, wherein the employees are required to have access to sensitive/confidential information and having a candidate on board unchecked can have costly ramifications on the organization reputation. In these situations, conducting a employee background verification becomes absolutely imperative and critical.
Building a background verification criterion can be simple; however, keeping it consistent and making a standard procedure manual that can be referred to as a guide by the recruitment department can help smoothen the hiring process. Recruiters must follow industry standards of employee background verification. Few trends in background screening industry are listed below:
You can also download Annual Discrepancy Trend Report 2017 by AuthBridge
Latest trends in background screening industry
Majority of the companies have cited risk management as the primary reason for undertaking background verification processes. Further, the ever-volatile conditions of the market and increasing risk of litigation for negligent hiring, employers are paying attention to taking extra care in choosing their potential employees.
Here are some of the top trends in background screening that are at the helm of background verification:
Social Recruiting: The emphasis laid on utilizing social networks for candidate sourcing is fast gaining ground in the recruitment vertical. Particularly, LinkedIn is the primary source wherein recruiters pay ample attention for talent acquisition. In fact, Twitter and other modes of social media are also being scouted big time.
“Ban the Box”: “Ban the Box” legislation has been popularized in several States across US and it is expected that it will continue to gain momentum unabated. Employers must understand the legal ramifications of such practices as it is closely related to background screening. Further, it will nowhere mean that employers cannot conduct a criminal background check of the candidate.
FCRA: Employers will be liable for any FCRA (Fair Credit Reporting Act) violations. It is important that employers consult their legal team in order to stay compliant towards FCRA regulations and all applicable state and local laws.
Technology and Background screening: It is no longer enough to deliver a fast and accurate background screening program. Companies are now looking for something more from background screening providers that can help HR managers in accurate talent acquisition. A surge in requirement of enhanced HR technologies and related expertise will see a rise in adoption of newer systems and applications that will not only filter out the ‘bad hires’ but will also focus on augmenting quality of genuine hires.
Screening goes Global: Conventionally, United States was at the forefront of background screening services; however, owing to changing legislative policies, globalization and greater amount of awareness, background screening services are getting more business than ever. More and more organizations are looking up for background screening services in order to mitigate hiring risk and filter out the best talent.
Background screening can uncover issues with surprising frequencies. Hence, it is obvious that companies are placing greater impetus on background screening services.
Need for “Employee Background Screening” & Latest Trends To Follow
Source: HR.com Articles