预算一直是企业关注的问题，但当今招聘过程中最大的挑战之一是延误。因此，人力资源代表很自然地希望从他们的就业筛选服务中获得快速的周转时间。幸运的是，技术意味着该过程的某些方面可以在 24-48 小时内完成，而其他方面则需要更多时间。
寻找合规迹象：可靠的第三方筛查提供商将始终提及他们遵守 FCRA 法律。他们是否还解决了您所在州或行业特有的合规性问题？
the service meets, at least, these three criteria.
Find out now if the employment screening service you’re working is a friend or foe.
Is It User-Friendly?
Because the requirements of today’s hiring processes vary by company, industry and state, it’s important that the process and platform provided by your employment screening service are as user-friendly for your business as possible. And not just for the Human Resources department, but also the candidates that may interface with it.
Here are some user-friendly criteria a screening service must provide to be considered easy to use:
These criteria can help you determine if your screening service is user friendly
A Holistic View: Can you look at the platform or reporting provided by your employment screening service and understand what hiring tasks need to be initiated, which tasks are pending and what due dates are upcoming? Is real-time reporting available?
Document Management: Can you manage and update relevant documents without calling customer service? If documents are not electronically stored with your screening provider, are necessary documents easy to access and download for your future reference? Would you describe the service as flexible?
Candidate Consideration: Is the applicant’s perspective and experience considered as they move through your employment screening process? Are documents too long or duplicated? Is there an opportunity for your organization to brand materials and customize the experience?
Safe and Secure: How does your employment screening service protect information? Is it encrypted?
Is It Fast Enough and More Reasonable?
Budget has always been a concern for businesses, but one of the biggest challenges in the hiring process today is delays. Therefore, it is natural for HR representatives to want a fast turnaround time from their employment screening service. Fortunately, technology means some aspects of the process can be done in 24-48 hours, while others will take more time.
But faster isn’t always better. Screening services can take shortcuts to reduce their costs and save time, but that money and time saved may be at your expense. It is the responsibility of the hiring business to be FCRA-compliant, for example. You may also find that the service you’ve chosen isn’t user-friendly or has poor customer service when you need help the most.
For these reasons, it is important for HR to understand the ins-and-outs of how the third-party employment screening is conducted. This way HR can determine if the turnaround and cost are worth potentially compromising the quality of the service.
Is It Credible?
Because financial and legal consequences are real for negligible hiring practices, it is important to work with the best employment screening service you can. This means you’ll want to make sure they are qualified to take care of the important tasks you have hired them for.
Here are three ways to weigh a provider’s level of credibility:
Ask for their Affiliation: Affiliation is one way to ensure the employment screening service your HR department uses is legitimate. Is the company affiliated with the National Association of Professional Background Screeners?
Look for Signs of Compliance: Credible, third-party screening providers will always mention that they comply with FCRA laws. Do they also address compliance issues specific to your state or industry?
Check their References: Though you can’t always count on someone else’s judgment, affiliation can add to a provider’s credibility. Who else does this screening service work with? Are they recommended by your industry?
Take a few minutes to consider these points to ensure the employment screening service you have chosen truly benefits your organization. If your provider is missing too many of these important criteria, it may be time to consider making a change.