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未来背调趋势和预测

预测明年有趣的放映趋势是我最有趣的年终活动之一,与即将举行的大量假期庆祝活动和家庭聚会相比略逊一筹。

拥有数以万计的组织客户群,我们观火背调喜欢认为我们对一般招聘中发生的趋势有相当敏锐的感觉,特别是背景筛选。

我们相信一些现有的筛选趋势将继续加速:

  • 候选人经验扩展到筛选:随着经济的改善和员工有更多的工作选择,候选人的经验变得越来越重要。我们认为这种趋势没有变化。事实上,我们的客户和潜在客户越来越多地询问观火背调 他们可以做些什么来将他们的候选人体验计划也扩展到背景验证计划中。

  • 手机:手机体验的候选体验的一个组成部分因此,雇主还必须考虑他们是否在候选人生命周期的整个范围内提供适合移动设备的用户体验。这包括确保候选人可以完全在他们的移动设备上启动、完成和提交他们的背景屏幕,而无需登录桌面版本。鉴于现在约有一半的劳动力由数字千禧一代组成,提供非移动优先的筛选体验已不再可接受。

  • 法规:对于雇主来说,精通就业和劳动法比以往任何时候都更加重要。由于它们特别与背景筛选过程相关,因此这些法律变得越来越复杂,“Ban the Box”和与雇主招聘标准相关的 EEOC 执法活动等持续趋势。随着监管环境的不断发展,人才招聘部门要跟上步伐可能具有挑战性。[事实上,法规和合规性的变化如此频繁,以至于我正在撰写有关该主题的单独博客文章。]

  • 持续筛查:大多数公司历来不对其员工进行重新筛查,除非行业特定法规(例如医疗保健、金融等)有义务。然而,我们观察到越来越多的关于离职后筛查的新闻,事实上,雇主是也在询问。基于这一趋势,随着雇主努力创造一个更安全的工作环境,我们可能会在未来几年更加重视持续筛查。

  • 临时劳动力筛选:临时劳动力(临时工、承包商、供应商等)代表劳动力筛选中的潜在差距。传统上,这对经历高季节性就业的行业尤其重要,包括建筑、娱乐、零售和报税服务。然而,近年来我们看到自由职业者和承包商的快速增长,也被称为 1099 经济。鉴于这种劳动力转型影响了5300 万工人(代表美国三分之一以上的工人),雇主必须更加认真地对待临时劳动力筛选

  • 筛查的全球化:筛查正成为一种日益全球化的现象。雇主不仅要考虑其劳动力的国际组成部分(根据美国劳工统计局的数据,美国 16% 的劳动力是外国出生的),而且跨国公司也在其海外地点实施筛选计划. 这曾经几乎完全是大型雇主的职权范围,但我们现在在中型企业中也更频繁地看到这一点。

  • 雇用大麻使用者?社会必须接受这样一个现实,即今天的大麻使用通常包括药用目的。因此,鉴于全国范围内快速变化的大麻法规,人力资源专业人员面临着考虑定义筛查和吸毒政策的挑战。即使您所在的州不允许使用大麻,这也可能是一个值得关注的领域。以南达科他州为例。它不允许使用大麻,但它与明尼苏达州接壤,明尼苏达州将在 2016 年允许使用。此外,它是几个销售和允许使用大麻的美洲原住民保留地的所在地。这对居住在 SD-明尼苏达州边界附近或保留地附近的雇主来说是一个难题。员工感到困惑,政策书籍并不总是清楚或与快速变化的立法保持同步。因此,药物测试,雇主将在 2016 年重新评估他们的筛选政策。

  • 人力资源技术的简化:我们相信将继续关注人力资源技术的整合。对于大多数雇主,即使是中小型企业,利用前端申请人跟踪系统 (ATS) 与筛选和后端核心 HR 管理系统的集成具有商业意义。多年来,这种趋势一直在持续,而且没有减弱的迹象。


  • With a customer base of tens of thousands of organizations, we at GOOHO  like to think that we have a fairly keen sense for the trends that are happening in recruiting generally, and background screening in particular.

  • In 2016, we believe a number of existing screening trends will continue to accelerate:

  • Candidate experience extends into screening: The candidate experience has become increasingly more important as the economy improves and employees have greater job choices. We see no change in this trend. In fact, more and more, our customers and prospective customers are asking HireRight what they can do to extend their candidate experience initiatives into the background verification program as well.

  • Mobile: The mobile experience is an integral part of the candidate experience. Therefore, employers must also consider whether they are offering a mobile-friendly user experience across the full spectrum of the candidate lifecycle. This includes ensuring that candidates can initiate, complete and submit their background screen entirely on their mobile device, without ever having to log in to a desktop version. Given that approximately half of the workforce is now composed of digital millennials, offering a screening experience that is not mobile-first is no longer acceptable.

  • Regulations: it is more important than ever for employers to be well versed in employment and labor law. As they relate to the background screening process in particular, these laws are becoming increasingly more complex, with ongoing trends such as “Ban the Box” and EEOC enforcement activities related to employers’ hiring criteria. . As the regulatory environment continues to evolve, it can be challenging for the talent acquisition department to keep pace. [As a matter of fact, changes in regulations and compliance occur so regularly that I am working on a separate blog post on the topic.]

  • Ongoing screening: Most companies have historically not re-screened their employees unless obligated by industry-specific regulations (such as healthcare, finance, etc.) However, we have observed increasingly more press about post-employment screening, and in fact, employers are inquiring about it as well. Based on this trend, we may see a greater emphasis on ongoing screening in coming years as employers strive to create a more secure and safe work environment.

  • Contingent labor force screening: The contingent workforce (temps, contractors, vendors, etc.) represents a potential gap in workforce screening. Traditionally, this was of particular concern for industries that experience high seasonal employment, including construction, entertainment, retail and tax preparation services. However, in recent years we have seen rapid growth of freelancers and contractors, also known as the 1099-economy. Given this transformation of the workforce, which affects 53 million workers (representing more than one out of three workers in the US), employers must take contingent labor screening more seriously.

  • Globalization of screening: Screening is becoming an increasingly worldwide phenomenon. Not only do employers have to consider the international component of their labor force (16% of the US workforce is foreign-born, according to the US Bureau of Labor Statistics), but multi-national companies are also implementing screening programs at their overseas locations. This was once almost exclusively the purview of large employers, but we’re now seeing this more frequently among mid-sized business as well.

  • Employing marijuana users? Society must come to terms with the reality that marijuana use today often includes medicinal purposes. Accordingly, Human Resources professionals are challenged to think about defining screening and drug use policies in light of rapidly changing marijuana regulations across the country. Even if your state does not allow marijuana use, there is a possibility that this could be an area of concern. Consider South Dakota, for instance. It does not permit the use of marijuana, but it borders Minnesota, which will allow it in 2016. In addition, it is home to several Native American reservations that sell and permit the use of marijuana. This poses a conundrum for employers who live near the SD-Minnesota border or near a reservation. Employees are confused and policy books are not always clear or current with rapidly changing legislation. Thus, we predict that when it comes to drug testing, employers will be reassessing their screening policies in 2016.

  • Simplification of HR Tech: We believe there will be continued focus on integration of HR technologies. For most employers, even small and mid-sized businesses, it makes business sense to leverage integration of frontend Applicant Tracking Systems (ATS) with screening and backend core HR management systems. This has been an ongoing trend for a number of years and it shows no signs of abating.

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