April 28th, 2016 | Sterling

Don’t Let That Candidate Get Away

As an HR professional, it’s pretty cool that I get to work for a company that specializes in HR Technology and Background Screening Solutions.  I can’t tell you how many companies talk about how important the candidate experience is but don’t go the extra mile to make sure the process lasts from the first interaction to the employee’s first day on board.

We all know that when we find the right person for the job, the last thing we want to do is scare them away with antiquated technology and process. While often the final step in the process, the background check is very often “Exhibit A” for where the candidate experience goes south. And here’s where the background screening company you choose can say a lot about your organization.

While you evaluate the candidate during the screening process, the candidate is also evaluating your processes to see if you’re a modern company that cares about their experience and values efficiency and technology.

Are you having your candidate go down to the police station, wait in line, fill out forms and wait several weeks for a Criminal Record Check result? Or, are you providing your candidate with a streamlined electronic process that allows them to submit real-time information in a single user-friendly and secure environment, simplifying the application process and significantly reducing turnaround times?

I recall a candidate sharing an experience they had with another job recently – they were sent forms they had to print, fill out by pen and fax back.  In 2016, many people do not have a printer at home and most do not have a fax! The candidate had to go down to their local print shop to do all of this. In addition to the hassle that was created, this delayed the screening process which then delayed the candidate’s start date.  And that was problematic because the training class for that particular role wouldn’t be offered again for another two weeks.

No one wants to lose a candidate by having the screening process drag out. If the employer mentioned above would have had an eConsent portal which allowed them to enter their information and complete the proper disclosure forms online, it’s likely the forms would have been completed and submitted sooner, the background check could have begun earlier and the candidate would have made their scheduled training class. Oh, and it’s likely that that candidate wouldn’t be sitting across from me contemplating an offer letter.

Of course, there are other important benefits to eConsent portals as well. If set up properly, the portal won’t allow a form to be submitted until all of the required fields are completed. This eliminates the back and forth that occurs when information is missing. You also don’t run into the problem of trying to decipher illegible or unclear handwriting.

These simple enhancements expedite the screening process which allows you to review results and onboard your candidates in a more efficient manner.

An eConsent portal also helps protect you and the candidate from a Privacy perspective. You don’t have to worry about forms containing personal information lying around your desk or getting into the wrong hands. The portal will limit who can view the candidate’s completed forms and results, which is the way I would want my personal information handled as a candidate and would allow me to put my faith in the organization.

I know that when I’ve spotted the right candidate, I want to do everything in my power to help them see that our organization is the right fit for them and I know all hiring managers can relate. Using the right employment background screening process can help you accomplish that goal.

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