Conducting a thorough background check is a critical step in the hiring process for all businesses.
According to a Harris Interactive survey, one in three people think that there is no way for an employer to verify most things on a resume, and three in 10 think it would be okay to misrepresent themselves on a resume. Particularly in the hourly industry, where your employees are on the front line for the most part, you cannot afford to hire people who aren’t qualified to serve customers or who may pose a risk to customers or the business.
In corporate enterprise businesses, with hundreds or thousands of employees, the importance of conducting background checks is magnified. But businesses of this size face an unfortunate Catch-22 when it comes to background checks.
On the one hand, with so many employees it can be easy for one risky hire to slip through the cracks. And with your well-recognized brand as your calling card, even one bad-news story about an employee situation could be a disaster. You must include background checks as a concrete element of your hiring process.
On the other hand, employers of large hourly workforces face huge financial and logistical challenges when it comes to implementing background check policies and processes. Screening hundreds of applicants can be expensive and time consuming, tracking results across locations can be incredibly complex and high turnover rates can make the cost to screen feel like money down the drain.
While the cost of background screening is a necessary budget item for a successful corporate enterprise business, you can make pre-employment screening more efficient and cost effective if you fully integrate it into your overall hiring process.
If you use different vendors for sourcing applicants and conducting background screenings, confirm with your sourcing vendor that their system is flexible and compatible with your other hiring software systems. Having the best sourcing method in the world that provides you with a wealth of applicants is not really the best sourcing method in the world if you cannot integrate it with your other systems — cancelling out an important level of efficiency. By using a sourcing method that can integrate with your other systems, you can move applicants to the screening process quickly.
If you don’t use software to manage your hiring process, consider adopting an online talent management suite that can move people through the apply process and into their positions in the front (or back) of your business with ease. A fully integrated talent management system can provide a seamless process that will automatically funnel applicants through the application, evaluation and screening processes and display screening results in one manageable dashboard — giving you a way to inform your hiring decisions quickly and easily. Even if you’re hiring thousands of employees across locations, you can keep tabs on each applicant’s background screening results with less effort and less paperwork.
The fact of the matter is background checks require time and money, but integration can reduce the amount of time you spend managing and tracking the process. And as we all know, time is money.
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