#FIRMday London 24th November 2016 - HireRight: 'How does your screening programme stack up?'
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How Does Your Screening Programme Stack Up? Ever wondered how your background screening programme stacks up against your peers? HireRight present findings from their annual benchmark report, exploring the business, HR, and screening challenges identified by respondents. As well as providing insight into the challenges many of your peers are facing, HireRight also shines a light on three key focus areas from the report. How are your peers utilising social media in screening? When is it right to rescreen employees? Is it worth screening temporary employees? Sandy Roach, HireRight will guide you through the answers to these questions and show you how you stack up to your peers background screening programmes.
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#FIRMday London 24th November 2016 - HireRight: 'How does your screening programme stack up?'
- 1. How Does Your Screening Programme Stack Up? Sandy Roach Firp, Acipd
- 3. Our research shows that EMEA businesses’ most significant challenges are:
- 5. EMEA’s top four talent acquisition and management challenges are:
- 6. FIVE MOST SIGNIFICANT SCREENING CHALLENGES
- 7. Organisations’ most significant screening challenges are:
- 9. IN FOCUS: SOCIAL MEDIA SCREENING
- 10. The sites most regularly checked by EMEA organisations during the recruitment screening process:
- 12. The percentage of EMEA organisations that re-screen at each of these stages:
- 14. The percentage of companies that screen temporary workers such as contractors:
- 16. Based on our report, our top four tips for employee focussed businesses are: 1. Process Review 2. Plan Ahead 3. Integrate 4. Policy
- 17. Contact Us E: emeasales@hireright.com W: www.hireright.com/emea
Editor's Notes
- Good Afternoon I am Sandy Roach and I have over 25 years experience within Recruitment, HR and now Background Screening with HireRight I work with global clients to implement compliant employee screening processes. My bio is in the programme. It’s always important to know where you stand in your market, and how your procedures compare to those of your peers. Our benchmarking report looks into best practices in background screening, new trends, and future challenges so that you can see how your policy stacks up. All the information in this presentation is based on the findings of our Annual Benchmarking survey With the full report and findings available to download on the HireRight website. Companies I work with span all sectors and all global regions, their risk profile and appetites differ by division, by region and by role and indeed change as commercial drivers and priorities present new challenges. Clients ask me what risks other companies in their sector are screening for, what is common practice and how can I ensure global consistency whilst remaining compliant in each country. Surveys such as this give some general answers:
- To start, we take a look at The wider business issues that are affecting HR teams.
- The top 7 challenges were identified by Respondents as: 1. Finding, retaining and/or developing talent In first place, by quite some way at 40%, is Talent Acquisition, retention and development – ? Three separate challenges We’ve all heard about the skills shortage, and this is further evidence that HR teams are worried about talent in their business. There are many ways of reducing this fear though, such as creating a positive company culture, having a great candidate experience when hiring, and of course, conducting background screening on potential employees to ensure they have the experience and skills they claim. At 28% is Regulatory changes. It’s vital to keep on top of regulatory changes, And this year has seen some big ones in financial services in particular. Regulation changes will always pose a risk to businesses, so it is vital to ensure you are fully aware of how regulation affects your HR and Recruitment practices. And speaking of risk, Risk management comes in at joint second. It’s important to note, this covers all kinds of business risk, whether it be technological, economical or even closer to home with regards to the internal risks. Background screening influences this, with people risks being mitigated Risk mitigation will always be an area of challenge to business with increasing globalisation and connectivity, there are more and more sources of risk to be wary of. Managing Costs Working globally Growing Revenue Finding and/or retaining competitive advantage
- Now to move on to a more specific focus the challenges being faced by HR professionals in particular
- Unsurprisingly, the top HR challenges mirror those of the overall business, And finding qualified job candidates coming out on top with 50% of respondents naming it the main challenge. With the talent pool growing due to increased globalisation and worker movement, one may think finding good candidates has got easier. But with a larger pool to pick from, there are inevitably more unqualified candidates to filter out. Then comes the challenge of verifying their claims to ensure that they are as good as they seem.
- The survey now focuses on our area of expertise – Background Screening we asked HR professionals what screening challenges they were facing
- When it comes specifically to screening employees, perhaps unsurprising again, reducing time-to-hire tops the charts. In the modern era efficiency has become a paramount concern of HR departments, who are charged with the responsibility of ensuring the business has the best resources to meet changing priorities. Getting good employees in quickly has it’s obvious benefits, but how can you improve it? Having a consistent Screening Policy will help this. In third place comes ensuring a positive candidate experience with 41%. Candidate experience has grown in importance lately, as the candidate’s power in the job market grows. Treating a candidate well can pay dividends in the long run, and be the deciding factor in some instances. Conversely, a bad experience can have much wider implications than just the one candidate. With the power of the internet and social media, a bad review of your business can spread far and wide, reaching a mass audience much easier than ever before, Which can impact customer perception of your Employer Brand 4 and 5 relate to verification and quality of information provided by candidates – that is where a Screening Partner can make a difference.
- Meaningful insight and thoughtful planning means you can evolve your global screening program to meet your global screening goals. The maturity index helps us understand where your organisation sits relating to their global screening goals and objectives. Do you want to reach a point where you operate your employment screening with a centralized global policy using a single provider with universal metrics and analytics or do you have a more decentralized and regional vision for your company?
- Now we take a look in detail at more specific areas of our findings, starting with social media and it’s use in the screening process.
- Social media is an ever growing power in everyone’s lives, and many companies are now looking at using it in their screening process. Privacy laws are yet to be clearly refined in this are4a, meaning some may see using social media as invasive, from a data protection standpoint, the Information Commissioners Office code of practice cautions against using intelligence gathering that goes beyond verifying information supplied by a candidate, and there could also be issues of equality as social media profiles could make recruiters aware of protected characteristics such as nationality, sexuality, marital status or disability for example. And these are just a few potential pitfalls. However, this does not put off some firms, as we can see here. LinkedIn as expected is the site most checked in the screening process. but a word of caution, there is no way of verifying that this information is true. As with a CV, the candidate has input this information, so may not be entirely accurate. Facebook, Google+ and Twitter follow up here. The necessary, relevant information will be found through the background screening process.
- Re-screening is our second focus area of the results
- Here we see some surprising results. A staggering 71% of companies questioned don’t re-screen employees who are promoted or change roles. Whilst many may have been screened when they first joined a business there could have been new information available in the interim years, or perhaps additional checks that may be necessary for a higher position that were not conducted initially due to the level of the role. We would always advise a re-screen in this instance, as there may be pertinent information relevant to a higher role, particularly if it is media facing or carries a reputational risk
- Our third and final focus point is temporary workers and the screening habits of companies across the globe relating to contractors and outsourced workforces
- The EMEA region comes out on top with regards to screening temporary workers such as contractors, with 34% saying they run these checks. Perhaps surprisingly the US, where screening is much more prevalent than the rest of the world, sits bottom of the list for screening temporary workers. It must be remembered that these workers will often pose the same potential risks as your permanent staff, which could include contact with customers, access to company and customer financial data. So the real question is, why treat them any differently to permanent staff with regards to screening?
- So, to wrap up today I’ll leave you with our top 4 tips based on the HR benchmarking report findings
- Firstly, it’s a good idea to examine your processes to ensure you are working as efficiently as possible and so you can highlight areas gains can be made. This is a continual process that should be conducted regularly to make sure you are adapting and agile to change. Secondly, look long term. Having your recruitment needs planned ahead means you can be prepared for the busy hiring periods and not be caught off guard. Third, the use of technology. I’m sure we’d all agree that technology has allowed for some fantastic advancements in our lives and allowed us to innovate like never before in our work. However, you should look beyond the pure innovative power of technology and Identify where you can use it to integrate your processes. If you can integrate your Recruitment Process with background screening, it’s another time saver, and another step in the efficiency direction Finally, review your policies to make sure they are clear and robust, not just at a national level, but also at an international level as your business grows globally. Similar to the first point, this should be a regular review to make sure you are always following best practice. It’s a good idea to get to get your legal counsel involved here too, to ensure compliance in Screening Policy.
- If you have any more questions about screening after today, please do get in contact with us. We also have a range of resources available to download from our website, including the full benchmarking report we used today. Now if there are any questions about background screening I will be pleased to advise?