Screening 2.0

Hiring employees requires extensive background checks as part of the employment process. Today’s most successful background checks integrate an applicant tracking system (ATS) with their provider’s background screening technology. Some providers even have mobile features. Organizations mitigate risk through background screening to avoid hiring an employee with a criminal past or a range of fictitious accomplishments. And it’s warranted. According to the ADP Annual Screening Index, 41% of employment, education and/or credential reference checks revealed a difference of information between what the applicant provided and what the source reported. Hiring the wrong employee is dangerous and expensive. According to the U.S. Small Business Administration, for every dollar an employer invests in employment screening, the return on this investment ranges between $5 and $16, resulting from improved productivity, reduced absenteeism, lower turnover, and decreased employer liability. At the same time, it is equally important that the job candidate not feel like he or she is being unfairly judged or singled out because of an overly burdensome screening process. Employment branding is also playing a larger role in the talent acquisition process, and swift and painless background screening can have a positive impact. A hiring experience that is error-prone, overly intrusive, or suggests the employer is technologically unsophisticated will likely steer top-notch talent elsewhere.

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