There are a number of ways in which you can implement seamless background screening. Some of these include proprietary technology, mobile technology, and ATS integrations. All of these technologies will help you react to candidates who don’t have a double entry in their record.
Background screening using mobile technology is a smart way to streamline your hiring process. This solution gives candidates access to testing facilities close to where they live. You can also schedule drug tests for candidates who are required to undergo them. These solutions are also scalable and customizable.
AI is increasingly becoming an important part of the background screening process. It can help identify suspicious activity and duplication. The right technology can also give organizations a better understanding of their applicants.
One solution is Seamless Search, which uses artificial intelligence and automation to make the background screening process seamless. This includes electronic Form I-9s and drug screening.
Another solution is Vetty. It offers a secure portal for hiring managers and recruiters to order, track, and monitor background screenings.
Proprietary technology for seamless background screening helps speed up the hiring process. It reduces risk and offers a superior candidate experience. This makes it a key component of any screening company’s portfolio.
The ideal partner for your screening needs will also have the expertise and results to ensure that your objectives are met. They should also be able to leverage time-tested, proven technologies to get the job done.
Rather than a cookie-cutter solution, proprietary background screening technology is tailored to your needs. For instance, you can choose to have your screening software provider work with your existing HR system to streamline your hiring process. You can also select to have your platform integrated with an applicant tracking system (ATS) to better communicate with candidates.
Proprietary background screening technology can also be scalable to accommodate the needs of growing organizations. It can integrate seamlessly with other software solutions. Similarly, you can use the technology to pre-select drug and criminal screening services to expedite the process.
Today’s enterprise organizations are searching for a simple and dependable way to manage their HR processes. They need an integrated solution that is capable of handling the time-consuming administrative tasks involved in the hiring process. These systems also need to be flexible and customizable.
Using ATS integrations allows you to streamline the process of conducting background checks. This can help reduce errors and increase productivity.
Background screening is essential to any recruiting process. Getting candidates through the process as quickly and accurately as possible can be critical to minimizing the risks associated with hiring mistakes. Integrating an ATS with a background check provider can streamline the process by eliminating the need to manually enter and track the information.
Integrated solutions are also convenient for candidates. Providing an easy, mobile-friendly experience is a must.
Reacting to candidates without double-entry
Fortunately, most companies have a robust and efficient background screening process that allows for a well managed applicant experience. To that end, one of the most important things to do is review the company’s hiring policy to ensure that it’s aligned with your hiring needs and goals. You should also be sure to periodically review the efficacy of the aforementioned measures. A good starting point is to ask questions like, “Why is our background screening policy such a black box?” and “What are our best practices?” Getting input from the right people can help you achieve better results.
While it’s not always easy to find the best applicants, it’s easier said than done when it comes to vetting candidates that don’t come in the door. One solution is to use an applicant tracking system (ATS) to streamline the screening process. An ATS can pull candidate data from an organization’s internal database or external background screening platform. Another useful feature of an ATS is the ability to quickly and seamlessly integrate the two. This can make a big difference in the applicant’s experience and in turn improve your hiring pipeline.
Disrespectful background screening
There are many federal laws that protect applicants and employees from discrimination, and that’s why it’s important for employers to follow these rules when conducting background screening. For example, if an employer asks for additional background information on an applicant, the employer can’t use the information to discriminate based on race, national origin, religion, age, gender, sex or genetic information.
Additionally, there are also laws that prohibit an employer from discriminating based on a candidate’s prior complaints of discrimination. For example, if an applicant has previously filed a complaint of discrimination against an employer, the employer can’t request additional background information based on the claim.
It’s also important to be clear about the background check process. If an employer is going to be conducting a background check on an applicant, they should be sure to state their intent not to discriminate. They can do this by including the word “intent” in the notification letter.