Companies need to employ people that fit their culture and their organization. However, finding the right candidate can be a challenge in today’s tight job market. Therefore, ensuring the candidate has an amazing experience during the onboarding process is becoming increasingly important. If candidate experience is not at the forefront of your recruitment and onboarding process, it’s time to adjust.
Job seekers are also becoming more savvy. First impressions are extremely important and provide that initial glance into what it is like working at your organization.
A slick application process and a friendly interviewer eventually lead to background screening, amore serious process that deals with personal information and can typically take longer that an employer would like. Precious time that your next star employee may be using to find another job. If your background screening process does not seamlessly flow alongside your recruitment process, you will experience candidate drop off.
Background screening could very well be the least understood component of the candidate’s application and onboarding process. Lengthy forms, personal information and a certain fear of the unknown can be unnerving. There are 5 things that a recruiter/employer should keep in mind:
1. Communication is key
How do your candidates interact with your process?
From the initial background screening invitation through to completion, does the candidate feel supported throughout the entire process?
A completely online process allows the candidate to complete their background check on their time. Whether it's on a lunch break or before bed, flexibility is key. Appropriate candidate support through web chat should also be a consideration. When a candidate has a question or experiences a roadblock, they want an answer at that moment. Not 24 hours later.
2. Candidates should control their own information
A candidate should feel in control of their personal information. After completing the background screening process, they need to know where their information is and where its going. When will they hear back about the results?
A background screening platform that allows candidates to log in 24/7 to review the status of their background check will give your candidates the information they need without having to continuously call in for a status update.
3. Empowerment to provide Criminal Record context
6% of Canadians have a criminal record. We all make mistakes, some more serious than others, but not all should be removed from the hiring process because of it. Criminal Record Checks tend to be very black and white when it comes to results, however, without the colour that only the owner of that record can provide, you may be missing out on a great hire. Candidate should have the opportunity to disclose details around their conviction to the employer, and this should be done automatically, through an online platform.
4. Security & Compliance
It should go without saying that information security throughout the entire background screening process needs to be of the highest level.
The process needs to be 100% compliance with Canada’s Privacy and Human Rights legislation. All data must also be stored in servers that live on Canadian soil. If your candidate data is not stored in Canada, your current process may not be compliant with the Personal Information Protection and Electronic Documents Act (PIPEDA).
5. Convenient ID Verification
Verifying a Candidates Identification could be one of the most important pieces to a background check. If a candidate is not actually who they say they are, then you’re inviting a stranger into your organization.
ID can obviously be verified in person during a face-to-face meeting, but in today’s OnDemand economy, that is not always possible. Electronic ID Verification (eID) is available for remote candidates and uses an individual’s credit history to verify their identity. Lastly, LiveVideoIDTM (a product unique to ScreeningCanada) is a new technology that verifies the ID of a candidate instantly over video chat – removing onboarding barriers and immediately reducing candidate drop-off from those who fail the eID step.
Remove the mystery from the background checking process and remove stress for your candidates. Improving your candidate experience increases the chances of attracting and hiring the best candidates.