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注意:并非所有的就业背景调查都是平等的

第三方就业筛选服务可能是人力资源部门最好的朋友——也可能是痛处。这完全取决于服务是否 至少满足这三个标准。立即了解您所工作的就业筛选服务是朋友还是敌人。

它对用户友好吗?

 

由于当今招聘流程的要求因公司、行业和州而异,因此您的招聘筛选服务提供的流程和平台尽可能对您的企业用户友好非常重要。不仅针对人力资源部门,还针对可能与之交互的候选人。

以下是筛选服务必须提供的一些用户友好标准才能被认为易于使用:

这些标准可以帮助您确定您的筛选服务是否用户友好

  1. 整体观点:您能否查看您的就业筛选服务提供的平台或报告,并了解需要启动哪些招聘任务、哪些任务待处理以及即将到来的截止日期是什么?是否提供实时报告?

  2. 文档管理:可以不打电话给客服进行相关文档的管理和更新吗?如果文件没有以电子方式存储在您的筛查提供商处,那么必要的文件是否易于访问和下载以供将来参考?您认为这项服务是灵活的吗?

  3. 候选人考虑因素:在您的就业筛选过程中是否考虑了申请人的观点和经验?文件是否太长或重复?您的组织是否有机会对材料进行品牌化并定制体验?

  4. 安全可靠:您的就业筛选服务如何保护信息?是加密的吗?

是否足够快且更合理?

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。

但更快并不总是更好。筛查服务可以采取捷径来降低成本并节省时间,但节省的金钱和时间可能会以您的费用为代价。例如,招聘企业有责任遵守 FCRA。您可能还会发现您选择的服务对用户不友好,或者在您最需要帮助时提供的客户服务很差。

出于这些原因,人力资源部门必须了解如何进行第三方就业筛选的来龙去脉。通过这种方式,HR 可以确定周转和成本是否值得潜在地影响服务质量。

 

可信吗?

因为对于微不足道的招聘行为来说,财务和法律后果是真实的,所以尽可能使用最好的就业筛选服务是很重要的。这意味着您需要确保他们有资格处理您聘请他们执行的重要任务。

以下是衡量提供商可信度的三种方法:

  1. 询问他们的隶属关系:隶属关系是确保您的人力资源部门使用的就业筛选服务合法的一种方式。该公司是否隶属于全国专业背景筛选者协会?

  2. 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?

  3. 检查他们的参考资料:虽然您不能总是依靠别人的判断,但隶属关系可以增加提供商的可信度。此筛选服务还与谁合作?他们是你所在行业推荐的吗?

花几分钟时间考虑这些要点,以确保您选择的就业筛选服务真正使您的组织受益。如果您的提供者缺少太多这些重要标准,则可能是时候考虑进行更改了。

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

  1. 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?

  2. 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?

  3. 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?

  4. 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:

  1. 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?

  2. 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?

  3. 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.


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