Written By ESR News Blog Editor Thomas Ahearn
The ongoing war for talent – along with record low unemployment – will force employers to examine their entire hiring program, including the screening process, to ensure there are no impediments to finding workers in 2019. This trend has been chosen by global background check provider Employment Screening Resources® (ESR) as eighth on the list of “ESR Top Ten Background Check Trends” for 2019.
The term “war for talent” is defined as “an increasingly competitive landscape for recruiting and retaining talented employees” as well as “a mindset that emphasizes the importance of talent to the success of organizations.” In the U.S., the war for talent has intensified due to a demographic shift where there are simply fewer post-baby-boom workers to replace the baby-boomers who retired.
Low unemployment increases the stakes in the war for talent as companies compete to find workers to fill positions. The jobs report for November 2018 released by the U.S. Bureau of Labor Statistics (BLS) revealed the unemployment rate was historically low at 3.7 percent during the month, the same as in October 2018 and September 2018. There were more job openings than unemployed people.
Applicants hold all the cards. USA Today reports that a growing number of job candidates are “ghosting” their jobs by “blowing off scheduled job interviews, accepting offers but not showing up the first day, and even vanishing from existing positions – all without giving notice.” Many businesses report 20 to 50 percent of job applicants and workers are no-shows, forcing firms to modify their hiring practices.
An article about ghosting on LinkedIn Pulse explains the practice “is prolonging hiring, forcing companies to overhaul their processes, and tormenting recruiters, who find themselves under constant pressure.” The article reveals “recruiters have started to borrow from the airline industry, copying its approach to selling more tickets than seats” by overbooking interviews, knowing some candidates will not show up.
Of course, the practice of ghosting can go both ways. CNBC reports that “companies have been guilty of the same, or similar, behavior they’re now complaining about: ignoring job inquiries or firing employees on the spot without any prior notice. In some cases, the new ghosting trend could be a matter of payback, where people who were previously ignored now exhibit the same conduct.”
To help reduce ghosting, employers need to make their screening process more “applicant friendly” to make a good first impression on job candidates. Built in automation with a “humanizing” approach to screening can help employers attract more workers to job openings. Transparency in the screening process is a must, as workers also need to know that their personal information will be protected.
Employers also have to adjust the screening process to suit the mobile technology and social media used by younger job applicants who are the most “wired” generation so far in history. Creating an applicant friendly experience is crucial in hiring and any software used to accomplish screening must be intuitive, easy to use, and very clear or an employer may find it has an issue attracting younger job candidates.
Every company fighting the war for talent faces a common challenge of how to effectively recruit job candidates that best fit the needs of their company. An Applicant Tracking System (ATS) is a software application that automates the recruitment and hiring process and provides hiring managers with the tools they need to manage and monitor the hiring process. The question is which ATS solution to use?
There are literally hundreds of ATS options to choose from and all offer a bewildering array of features and benefits. Small businesses will have different needs than enterprise firms. An organization moving to an ATS for the first time will have different challenges than a firm that has an ATS but is looking to change because their current ATS either is not performing as promised or not fulfill the firm’s needs.
Before stepping into the rapidly growing and sometimes confusing ATS marketplace and being exposed to countless potential solutions and features, there are important steps employers should take which include analyzing their current needs and processes, and talking to someone who fully understands the available ATS options and what firms are most closely aligned with the needs of their companies.
Some mission critical factors an employer should consider when choosing an ATS provider are candidate experience, customer support, implementation, ease of use, integrations, legal compliance, ownership of data, performance, and reporting. Of course, the cost of the ATS is also important. However, a true cost analysis of an ATS solution is not just the price paid but the overall value received.
Employment Screening Resources® (ESR) – a background check firm with years of experience working with ATS providers – can help employers with the complimentary white paper “How to Choose an ATS to Work with Your Background Screening Firm” that reviews fifteen mission critical factors that employers should consider when choosing an ATS to automate their recruitment and hiring process.
Employment Screening Resources® (ESR) also is also integrated with the most popular HR technology solutions such as ATS, HRIS, Onboarding, Payroll, and more to offer employers background screening integrated solutions that gives applicants a great experience every time and eliminates redundant data entry. For more information, visit www.esrcheck.com/Technology-Solutions/Integrated-Solutions/.
Starting in 2008, Employment Screening Resources® (ESR) has selected background check trends that have impacted the future of the background screening industry. Each trend will be revealed on the ESR News Blog and also listed on the “ESR Top Ten Background Check Trends” web page which is available at www.esrcheck.com/Tools-Resources/ESR-Top-Ten-Background-Check-Trends/.
Employment Screening Resources® (ESR) is accredited by the National Association of Professional Background Screeners (NAPBS), undergoes annual SOC 2® Type 2 audits, was named to 2018 HRO Today Magazine Baker’s Dozen for Top Pre-Employment Screening Service, and won the 2018 HRO Today Tektonic Award for innovative and disruptive background screening technology. To learn more, visit www.esrcheck.com.
ESR Webinar on Top Ten Background Check Trends for 2019
ESR founder and CEO Attorney Lester Rosen – a noted background check expert and author of “The Safe Hiring Manual” – will also host a live complimentary webinar entitled “ESR Top Ten Background Check Trends for 2019” that will take place on Wednesday, January 30, 2019, from 11:00 AM to 12:00 PM Noon Pacific Time. To register, visit https://register.gotowebinar.com/register/5840930517922184451.
NOTE: Employment Screening Resources® (ESR) does not provide or offer legal services or legal advice of any kind or nature. Any information on this website is for educational purposes only.
© 2018 Employment Screening Resources® (ESR) – Making copies or using of any part of the ESR News Blog or ESR website for any purpose other than your own personal use is prohibited unless written authorization is first obtained from ESR.