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就业背景调查的四大好处

为什么雇主要进行背景调查?仅仅是为了验证求职者的资格,还是有额外的好处?在2020观火背调就业筛选基准报告揭示了四大好处雇主也意识到通过进行背景审查,以及如何增加价值,他们的组织。

1. 提高招聘质量
67% 的调查受访者表示,由于背景审查,他们的招聘质量得到了提高。背景调查有助于发现简历中的虚假信息,其中 70% 的受访者表示发现不准确。此外,受访者不止一次发现虚假陈述,其中 74% 的受访者表示他们发现虚假陈述的概率高达 10%。

在最近的另一项研究中,人力资源管理协会 (SHRM) 发现,过去有过负面行为的求职者最有可能伪造简历。

如果求职者谎报他们的工作经历、教育、证书、犯罪记录或工作资格,不仅会导致招聘不善,还可能给招聘组织带来财务、法律和监管风险。背景筛查计划有助于尽早发现虚假或歪曲信息,并防止未来风险和招聘成本升高。

2. 降低疏忽招聘风险
29% 的调查受访者表示,背景审查有助于降低疏忽招聘风险

例如,当一名工人在其工作范围内对同事或第三方造成伤害,而受害者声称该工人有造成雇主造成此类伤害的记录或倾向时,可能会出现招聘疏忽索赔应该发现它是否进行了“尽职调查”。

如果这一指控得到证实,则雇主可能要为疏忽的雇佣损失承担责任。

疏忽的招聘诉讼可能会导致高昂的成本和声誉受损。据 SHRM 称,一项疏忽招聘诉讼的平均和解金额接近 100 万美元,尽管有些案件的和解金额高达数千万美元。24% 的 Benchmarking Report 调查受访者将成本控制视为他们最大的业务挑战之一,背景调查有助于防止有害的疏忽招聘索赔。

3. 加强监管合规
在基准报告中,受访者将监管合规列为第二大业务挑战,44% 的受访者发现背景筛选有助于提高监管合规性。

具有内部合规专业知识以及智能内置合规工具的背景筛选提供商可以帮助组织满足行业标准以及州和联邦要求,这些要求可能因州和工作职位而异,创造增加了雇主的复杂性。

如果没有有效的就业筛选计划,组织可能会面临高昂的罚款、特权丧失或法律损失。在就业筛选过程的每个步骤中,从背景调查到完成电子表格 I-9就业资格验证,背景筛选提供商可以帮助您为您的组织实施合规筛选计划。

4. 改善工作场所安全
42% 的调查受访者认为背景筛查很有价值,因为这有助于他们提高工作场所的安全和保障。此外,16% 的雇主发现筛查减少了员工盗窃,14% 发现它减少了工作场所事故,11% 表示它减少了工作场所暴力。

美国商会与美国管理协会一起估计,所有企业倒闭中有 30% 是由于员工盗窃造成的,四分之三的员工至少盗窃过一次。联邦调查局的一项研究强调,在任何一年中,近355,000 家企业都会经历工作场所暴力事件。雇主可以进行背景审查,以提高雇用质量,并更好地保护财产和工人免受破坏性工作场所事故、暴力和盗窃的侵害。

Why do employers conduct background checks? Is it simply to verify a job candidate’s qualifications, or are there additional benefits? The 2012 HireRight Employment Screening Benchmarking Report reveals the top four benefits employers realize by conducting background screening and how it adds value to their organization.

1. Improved quality of hire
Sixty-seven percent of survey respondents said that the quality of their hires improved due to background screening. Background checks help uncover false information on resumes, where 70 percent of respondents have reported finding an inaccuracy. In addition, respondents are finding misrepresentations more than once, where 74 percent of respondents cited that they find misrepresented information up to 10 percent of the time.

In another recent study, the Society for Human Resources Management (SHRM) found that job seekers who had committed negative acts in the past were the most likely to have falsified resumes.

If an applicant misrepresents their employment history, education, certifications, criminal history or employment eligibility, not only could it result in a poor hire, it could also potentially result in financial, legal and regulatory risks for the hiring organization. A background screening program can help uncover false or misrepresented information early on and prevent future risks and elevated hiring costs.

2. Reduced negligent hiring risks
Twenty-nine percent of survey respondents said that background screening helped to mitigate negligent hiring risks.

Negligent hiring claims may arise, for example, when a worker causes harm to a co-worker or third party within the scope of their job and the victim claims that the worker had a record of or propensity for causing this type of harm that the employer should have discovered if it had conducted its “due diligence”.

If this allegation is proven, then the employer may be liable for negligent hiring damages.

A negligent hiring lawsuit can result in steep costs and reputation damage. According to SHRM, the average settlement of a negligent hiring suit is close to $1 million, although some cases have resulted in settlements in the tens of millions of dollars. With 24 percent of Benchmarking Report survey respondents citing cost containment as one of their biggest business challenges, background screening can help to protect against detrimental negligent hiring claims.

3. Enhanced regulatory compliance
In the Benchmarking Report, respondents named regulatory compliance as the second most important business challenge and 44 percent of respondents found that background screening helped to improve regulatory compliance.

A background screening provider with in-house compliance expertise, as well as intelligent built-in compliance tools, can help an organization to satisfy industry standards and state and federal requirements, which can vary from state-to-state and by job position, creating added complexity for employers.

Without an effective employment screening program, an organization could face costly fines, loss of privileges or legal damages. During each step of the employment screening process, from background checks to completing an electronic Form I-9 employment eligibility verification, a background screening provider can help you implement a compliant screening program for your organization.

4. Improved workplace safety
Forty-two percent of survey respondents found value in background screening because it helped them to increase workplace safety and security. Additionally, 16 percent of employers found screening reduced employee theft, 14 percent found it reduced workplace accidents and 11 percent said it reduced workplace violence.

The U.S. Chamber of Commerce, in conjunction with the American Management Association, estimates that 30 percent of all business failures are a result of employee theft and that three quarters of all employees steal at least once. An FBI study highlighted that nearly 355,000 businesses will experience a workplace violence episode in any given year. Employers can conduct background screening to increase hire quality and better protect property and workers against damaging workplace accidents, violence and theft.