雇主对观火的 2020 年就业筛选基准报告调查做出回应，报告称，速度仍然是他们在背景筛选计划中面临的主要挑战。
由于组织仍在努力获取和保留人才，更多的人将重点放在申请人的经验上，以此作为帮助确保下一位优秀候选人成为下一位优秀员工的途径。
今年的数据显示，71% 的雇主比上一年采取了措施来改善应聘者体验。对于雇员超过 500 人的组织，这一统计数字更为显着，为 84%。
雇主对求职者经历的关注可能不仅因为人才招聘问题而增加，而且还因为社交媒体的迅猛发展。
组织意识到候选人可以成为他们品牌的声音倡导者或批评者，通过积极或消极体验的故事接触庞大的在线网络。
这些共享经验不仅可以影响组织的就业品牌，还可以影响对整个组织的认知。
该申请人社交网络的任何成员都代表潜在客户、员工或业务合作伙伴。
因此，难怪提高整体招聘时间是当今组织的一个关键问题——毕竟，在潜在雇主完成背景调查、与其他可能的候选人讨论其他可能的候选人时，没有有吸引力的求职者希望等待很长时间。招聘经理，或者通常会拖延招聘决定。
连续第二年，“及时获得筛选结果”和“减少整体招聘时间”是排名前两位的筛选挑战，分别为 46% 和 44%。这与 2012 年的数据一致，其中分别有 45% 和 43% 的受访者提到了这两项挑战。
Employers responding to HireRight’s 2013 Employment Screening Benchmarking Report survey reported that speed remains a central challenge for them in their background screening programs.
With organizations still struggling with talent acquisition and retention, more are focusing on the applicant experience as one avenue to help ensure the next great candidate becomes the next great employee.
This year’s data reveal that 71% of employers have taken steps over the previous year to improve the candidate experience. For organizations that employ more than 500 people, this statistic was even more marked, at 84%.
Employers’ concern with the applicant experience has likely not only grown in response to talent acquisition issues, but also to the astronomical ascent of social media.
Organizations are realizing that candidates can be vocal advocates or detractors of their brand, reaching out to vast online networks with stories of a positive or negative experience.
These shared experiences can not only influence the organization’s employment brand, but also perception of the overall organization.
Any member of that applicant’s social network represents a potential customer, employee or business partner.
It is no wonder, therefore, that improving overall time to hire is a crucial concern for today’s organizations—after all, no attractive applicant wants to be kept waiting a long time while a potential employer finalizes a background check, discusses other possible candidates with the hiring manager, or generally drags its feet on a hiring decision.
