Employers who perform a background check will be looking for ease of use and streamlined screening that is integrated into their hiring process without data entry in 2015. This can be accomplished by using Applicant Generated Report (AGR) system where employers initiate a background check with click of a mouse and email applicants who then start the data entry process themselves. The employer experience can be heightened by integration with Applicant Tracking Systems (ATS) or Human Resources Information Systems (HRIS) to create a single button: “Perform Background Check.” This trend is number 10 on the Employment Screening Resources (ESR) 8th Annual ‘ESR Top Ten Background Check Trends for 2015’. For a list of background check trends, visit http://www.esrcheck.com/ESR-Top-Ten-Background-Check-Trends.
Along with streamlined screening, employers want legal compliance. Part of the employer experience includes the need to deal with knowledgeable experts if a background check report is delayed or if there is information that is potentially negative. Background screening is an “exceptions” process, meaning if a background check report is on time and nothing potentially negative is revealed, then employers can move on with the process. If there is an exception, such as a report that is delayed or information comes back that concerns the employer, the employer needs to have someone knowledgeable to work with.
In the current technology driven business world, a background check is becoming more integrated with ARG, ATS, and HRIS to create a virtual “One-Stop Shop” for recruiting, screening, and hiring. While “old school” screening called for faxing an applicant’s consent form to screening firms and having employers to do their own data entry, best practice today has become seamless integration with AGR, ATS, or HRIS systems This process should also come with built-in legal compliance with federal and state laws.
Employers also have a “need for speed” when it comes to the hiring process and it is critical that the background check process be as fast and transparent as possible. With the demand for talent and the workload typically carried by recruiters, a fast runaround time is critical to fill positions. Once a candidate has been identified, an employer needs to bring the person on board as soon as possible to fill the position and not risk losing the candidate to a competitor. If for some reason a background check report is delayed or something potentially negative is uncovered, Human Resources, the recruiter, or the hiring manger need to be in the loop in real time and be fully apprised of the status of the background check. Unfortunately, there are times when a background check report can take longer than expected if, for example, a school is closed for break, a past employer will not co-operate, or a potential criminal record is found and the court clerk needs to provide the file for more details.
Employment Screening Resources® (ESR) emphasizes this “one-button” approach and integration with the fully automated ESR Applicant Generated Report® (AGR) system. Compliance with laws that govern the background check process can be confusing at best but technology is helping to make compliance with these laws easier. The ESR AGR system is constantly updated with required changes in hiring and employment laws to make compliance with new regulations virtually painless in a totally paperless environment. For more information about the ESR AGR system, visit http://www.esrcheck.com/.
ESR Top Ten Background Check Trends for 2015 Webinar
Employment Screening Resources® (ESR) will present a complimentary webinar hosted by ESR Founder and CEO Attorney Lester Rosen titled ‘ESR Top Ten Background Check Trends for 2015’ on Wednesday, January 21, 2015 from 11:00 AM to 12:00 PM Noon Pacific Time. To register for this webinar, please visit the registration link at https://attendee.gotowebinar.com/register/3656006267617568513.