In any industry, burnout and absenteeism can lead to high turnover rates. There are clear signs that the United States is facing labor shortages across multiple sectors, with about 11 million job openings nationwide. The many job openings, lack of younger workers ready to replace aging workforces, and workforce shortages indicate the immediate need for reliable and qualified workers. The competition between HR leaders, staffers, and recruiters to find higher quality, experienced employees is growing, and it is becoming trickier to retain employees and onboard new ones.
First interactions
In an increasingly digital-first world, people have come to expect modernity and efficiency on every front, which is no different regarding potential new hires. The screening process is one of a candidate’s first interactions with a company and its brand. With an inefficient and time-consuming process for pre-employment screenings and onboarding, businesses risk losing a hire to competing employers. Further, a candidate may spread the word of the experience to others, ultimately lessening the chances of future candidates ever applying. A company can avoid this when they have procedures to ensure candidates can fill out forms when, where, and how they want. It will expedite the onboarding process, make for a great and memorable experience for the candidate, and set the tone for future interactions.
Finding top talent
HR leaders are well aware of the volatility in the current labor market, especially after witnessing the impacts of the Great Resignation and Great Reshuffle in recent years. Knowing this – and the time and money spent on talent acquisition – they are also acutely aware of the importance of attracting and hiring the best candidates for a position. Accuracy in the background screening process is also vitally important to prevent a bad hire, replacement, or costly termination, which negatively impacts an organization’s bottom line. A well-defined screening program and the right CRA can help overcome these obstacles.
Avoiding bad hires
According to a StandOutCV survey, over half of Americans have lied about their skills, references, or experience on their resume at least once. If this misinformation is overlooked or missed, it’s logical to assume the candidate may not have the skills or background necessary to fulfill necessary job requirements, potentially leading to internal failures in the workforce. Unfortunately, this scenario could result in a negligent hiring claim or lawsuit. If someone is ill-fitted for a position, it often impacts other employees and customers and can damage a company’s reputation, morale, and revenue. Companies must fill open positions quickly, especially in a climate with more open positions than job applicants. Still, these hires must be made pragmatically.
Fine-tuning and optimizing unique workflows
Pre-employment screenings are the best way to mitigate potential risks and ensure a candidate fits a company perfectly. However, employee screening can be tedious when not integrated into an organization’s workflow. Each business has its own distinct needs and requirements when vetting candidates. Companies can save time and money by partnering with an accredited screening firm. By using modern platforms with tech-integrated solutions, hiring managers can ensure they are tailoring each part of a background check so that it vets components aligned with the candidate’s corresponding role. This provides managers with all the information they need before hiring.
There are drastically different requirements and skills for becoming a truck driver compared to those needed in nursing. Each role requires different licenses and training and must adhere to numerous government laws and regulations. Added to emerging industry concerns, these hiring regulations make having a “one-size-fits-all” screening process impossible. The right CRA will offer businesses and candidates user-friendly modern technologies that report candidate status quickly. This allows candidates to be moved through the onboarding process more efficiently while supporting hiring managers to make critical staffing decisions confidently.
When a CRA is combined with a well-thought-out screening program, a company can expedite many facets of its hiring efforts. For example, they can:
- Confirm a candidate’s health status with medical exams.
- Ensure employee adherence to relevant drug/alcohol compliance requirements.
- Expose discrepancies in a candidate’s work history.
- Lower the rate of unwanted turnover.
- Notify HR teams about criminal convictions.
- Provide a superior experience for candidates and employees while creating a safer culture.
- Reduce potential risks of employee fraud or theft.
- Remain compliant with federal hiring laws like the Fair Credit Reporting Act.
- Verify a candidate’s qualifications or alert a hiring manager if they lack proper education and training.
Acknowledging various considerations
Multiple considerations are involved with any hiring decision. The candidate must be vetted and appropriately screened for HR managers to ensure they make the safest, highest-quality hires possible. On the other hand, the hiring experience must be efficient and easy for candidates. When organizations utilize modern screening solutions that enhance the candidate and employee screening process, everyone benefits and can enjoy a safer, better workplace.
