By Tammy Henry
HR is a human-focused operation. However, an agile company should incorporate technology into every aspect of its business. This includes the HR department.
Technology helps accomplish things quicker and more efficiently, allowing everyone involved to be more productive.
Tech is no longer on the “like to have” list. It’s a requirement to function productively in today’s marketplace.
Your background screening vendor should be providing you with an intuitive, robust tech stack. If they aren’t, your processes are probably slower and less efficient than they could be and may fall behind your main competition.
Here is a 5-step guide for ensuring your background screening vendor’s tech stack exceeds your requirements and expectations.
Step #1: Review Their Integrations
Background screening companies should offer plenty of integrations with other technologies. These will make your hiring process more effective and seamless.
Action plan. Require that your background screening vendor offer integrations with your main hiring platform solutions. There’s no need for your users to jump in and out of different programs and screens all day.
Step #2: Assess Their Investment in Automation
Automated technology drives many critical processes, from ordering and receiving background check information to providing automatic Adverse Action notices. If your provider doesn’t, you’ll eventually fall behind your competition. You may even end up out of compliance. Today’s technology providers must embrace automation to build better, more enriched, higher-functioning experiences for their clients and end-users.
Efficiency is a driving force in investing in automation. If often works behind the scenes during your background checks. In certain cases, an automated process can deliver cleaner data, faster than if it were pulled by humans.
Action plan. Don’t assume your vendor is upgrading their tech stack as needed. Ask your background screening provider what percentage of their revenue they are spending on automation upgrades.
Step #3: Evaluate Background Screeners’ Security Measures
Strong security is at the top of the list with every vendor partner. The personal nature of the information your background screener provides requires stringent processes for protecting your job applicants’ data. Failing to do your due diligence on this can set your organization up for a disastrous breach that can have long-term effects on the company’s reputation, sales, and recruiting.
Action plan. Make sure conversations you have with your background screening vendor include a deep dive into their security standards. Know exactly who has access to your data. Confirm the provider undergoes consistent and thorough security audits. Ask them where they store the data (confirm if it’s in the U.S. or stored overseas). Request a copy of their privacy policy. Finally, ask questions about their plan, timeframe, and cost of recovering your data in the case of a disaster.
Step #4: Explore Their Technology/Human Touch Formula
HR should step out of their comfort zone and learn about new ways of receiving needed information. Embracing and educating themselves on the latest advancements in technology and automation is essential. That doesn’t mean forgoing a commitment to human involvement. The best, most effective processes are still the ones that merge both successfully.
Action plan. While you want your background screener to offer you access to automation and powerful technology solutions, you don’t want your interactions to be completely devoid of people. Make sure that your vendor has live, highly trained team members filling in the gaps that technology leaves.
Step #5: Scrutinize Their Mobile-Solution Offerings
Today’s applicants are accustomed to performing all types of functions from their mobile devices. Companies must “go where the people are” to maintain a productive hiring channel.
If your background screening vendor hasn’t implemented mobile-capable technology, your job applicants will be frustrated and disenchanted with their experience. By streamlining ease of use and strategically broadening the communication avenues into mobile, businesses help make the candidate comfortable and confident from the beginning. Users can access the information when and where they want from their favorite device.
Action plan. Execute robust mobile application experiences to connect responsively with potential job seekers and create a positive candidate experience.
Change is constant in an effective background screening process. If you can’t bring yourself to embrace technology, at least don’t make it your enemy. Make sure you understand what your background screening partner offers that advances your hiring initiatives. Leverage that knowledge to help your team become comfortable with working with automation and technology.
Vice President of Client Success
Data Facts
[email protected]
www.datafacts.com