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如何完成背景调查 - 快速

由于它们可能需要不确定的时间,因此就业前检查通常会使招聘人员、招聘专业人员 和人力资源代表在竞争激烈的就业市场中处于热门位置。

值得庆幸的是,不断改进的招聘技术可以在不影响检查质量的情况下简化招聘流程。

 

科技的馈赠

使用当今可用的技术是更快、更智能、更彻底地完成就业前检查的第一方法。

快速的互联网搜索将证明有几种可供雇主使用的背景调查选项。在大多数情况下,不同的提供商提供的服务略有不同,并且每个提供商的专业性和彻底性都不同。“不同”是指范围很重要。

一些供应商将提供具有从招聘工作流管理系统到在线申请人表格填写和电子签名等功能的平台。这些是同时管理大量新员工的大公司的理想选择。在频谱的另一端,有些提供商根据需要提供简单的“即插即用”信息。当然,两者之间还有其他选择。

重要的是要注意,应仔细研究公司可用的大量雇佣前检查选项,因为您,雇主,将对与不良雇佣相关的任何问题负责,包括对可忽略不计的雇佣负责的始终存在的危险。


 

即使有技术,就业前检查需要多长时间?

像 观火背调这样的背景审查公司收到的最常见问题之一是关于支票的周转时间。答案往往是不令人满意的,“这要看情况。” 即使有了今天的技术进步,仍有一些因素会减慢支票的速度。

可能影响就业前检查周转时间的因素包括:

  • 组织可能已经或可能没有的招聘流程。

  • 候选人填写表格和文件的及时性。

  • 需要进行的就业前检查的类型,一般来说。

  • 其他不可预见的情况,如申请和简历上的错误信息、雇主、学校和推荐信反应迟钝等。

如果所有的事情都一起工作,这意味着在组织的招聘过程中没有障碍,候选人是及时的并且没有不可预见的情况需要考虑,由第三方服务提供商(如观火秒查)进行的第三方聘用前检查通常需要两到四个工作日即可完成大多数类型的检查。


其他可以考虑节省时间的策略:

  • 使用单个服务提供商。谁来管理背景调查的各个方面很重要。处理全面检查的单一第三方筛选服务比单个内部 HR 代表使用各种专门处理特定信息的小型筛选提供商拼凑信息更省时。

  • 只进行相关检查。虽然您可能想知道您的首席会计师是否有信用问题,但可能没有必要对送货司机进行信用检查。而且您会需要送货司机的驾驶记录,而会计师可能不需要它。每次检查都需要时间。只做必要的事情。

  • 检查决赛选手。人力资源管理协会 (SHRM) 建议对两三个入围者而不是单个候选人进行背景调查。虽然调查一个人的成本较低,但如果聘用前检查引发了危险信号,您就可以节省时间、精力和精力,而不必从头开始调查另一位候选人。

通常,这些重要但耗时的聘用前检查可能会导致招聘过程的延迟,给已经可以说是组织最重要的决定 - 它雇用的人员增加压力。无论您的组织是大还是小,使用当今可用的技术都会加快这一过程。


and human resource representatives in the hot seat in a competitive job market.

Thankfully, ever-improving hiring technology can streamline the hiring process without compromising the quality of the checks.

 

The Gift of Technology

Using the technology available today is the number one way to complete pre employment checks faster, smarter and more thoroughly.

A quick internet search will prove there are several background check options available to employers. For the most part, different providers offer slightly different services, and each with varying degrees of professionalism and thoroughness. And by “differ,” we mean the range is significant.

Some providers will offer platforms with features from hiring workflow management systems to online applicant form completion and e-signatures. These are ideal for large companies managing large numbers of new hires simultaneously. On the opposite end of the spectrum, there are providers who offer simple information “plug and search” on an as-needed basis. And, of course, there are options in between.

It is important to note that the vast pre employment checking options available to companies should be carefully researched, as you, the employer, will be held accountable for any issues surrounding bad hires including the ever-present danger of being liable for negligible hiring.



 

Even with Technology, How Long Does a Pre Employment Check Take?

One of the most frequently asked questions background screening companies like Triton get is about the turnaround time of a check. And the answer is often an unsatisfactory, “It depends.” Even with today’s technological advances, there are factors that can still slow down a check.

Things that can affect the turnaround time of a pre employment check include:

  • The hiring processes an organization may or may not already have in place.

  • The candidate’s timeliness with form completion and documentation.

  • The types of pre-employment checks that need to be performed, in general.

  • Other unforeseen circumstances like misinformation on applications and resumes,  unresponsive employers, schools and references, and the like.

If all things are working together, meaning there are no snags in an organization's hiring process, the candidate is timely and there are no unforeseen circumstances to account for, a third-party pre employment check conducted by a third party service provider like Triton usually takes two to four business days to complete most types of checks.


Other Strategies to Consider that Save Time:

  • Use a single service provider. It matters who is managing the aspects of a background check. A single, third-party screening service that handles comprehensive checks is more time-efficient than a single in-house HR representative piecing together information using a variety of smaller screening providers that specialize in specific information.

  • Only perform relevant checks. While you might like to know if your lead accountant has credit issues, a credit check on a delivery driver is likely unnecessary. And you’ll want the driving record of your delivery driver and may not need it for the accountant. Each check takes time. Just do what is necessary.

  • Check the finalists. The Society of Human Resources Management (SHRM) recommends conducting background checks on two or three finalists instead of a single candidate. While investigating one individual is less expensive, if the pre employment check raises a red flag, you are saved the time, energy and effort of having to start all over with another candidate.

Often, these vital but time-consuming pre employment checks can cause delays in the hiring process, adding stress to what is already, arguably, an organization’s most important decision - the people it employs. Whether your organization is big or small, using the technology available to you today will speed up the process.



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