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    How to screen hires well without losing talent

    Online Niel Posted on

    Is your background screening strategy really protecting your business or turning away top candidates? In a recent HR panel, industry experts Doug Beavis of Certn and Melissa Green of Randstad Sourceright discussed how the latest tools and best practices can help HR leaders achieve both.

    Simplified Screening for Competitive Hiring

    With technological advances, background screening has evolved from cumbersome paperwork to efficient digital processes. Turnaround times for criminal record checks, for example, have been reduced from several weeks to less than a day thanks to digital IDs and API integrations. This agility helps employers avoid lengthy hiring processes that risk losing candidates.

    However, 57 percent of HR leaders surveyed in the webinar said their companies update screening practices only after major legal changes, risking outdated methods that could harm efficiency.

    Creating an effective screening policy

    To balance thoroughness with speed, your background screening policy should be both compliant and transparent. Here are some best practices:

    • Set clear goals: Ensure screening and recruitment objectives are aligned with compliance, reasonableness and confidentiality.
    • Customize checks by role: Carry out proportionality and necessity assessments. Proportionality ensures that controls are balanced and justified, and necessity determines which checks are essential and relevant to the tasks and duties of each role.
    • Transparency: Let candidates know what the checks involve and why, so they know what to expect, minimizing churn and ensuring candidates make informed decisions when applying.
    • Regular reviews: Stay abreast of technological advances and regulatory changes to stay effective. An experienced screening partner can help you do this.

    These steps help create a consistent approach, particularly for improving talent acquisition, protecting privacy, reducing security and reputational risks, and avoiding unintentional discriminatory practices.

    Managing risk in global employment

    As Melissa pointed out during the webinar, today’s workforce is increasingly fluid, comprising a mix of permanent, contingent, in-person and remote roles. This trend towards online interviews and remote working has increased the need for thorough background checks aimed at detecting fraud.

    The potential risks associated with employment decisions extend beyond mere compliance; they can have lasting implications for an organization’s reputation. A single hiring misstep can have significant repercussions, including legal liability and reputational damage.

    Maintaining a positive candidate experience

    Transparency and communication are essential. For candidates, background checks can be invasive or complex, and keeping them informed is essential. Explaining the process clearly builds trust and keeps them engaged.

    With the right balance, background screening can be both comprehensive and appealing to candidates. For HR leaders, the goal is not just risk management, but also ensuring a positive experience that attracts top talent to the business.

    Want to see what an effective and best practice screening strategy looks like? Book a demo with Certn today.

    Online Niel
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