你有没有遇到过如此不合逻辑和低效的事情，以至于整个经历让你事后摸不着头脑？
我曾经有幸通过南非访问 [已编辑的国家名称]。第一步是通过移民。不知道该怎么办，我下了公共汽车，只是跟着人群走。在第一行，我得到了一张白纸，并告诉我站在第二行。
最后，一位友好的绅士在这张纸上盖了章，然后把它放在我的护照里。我被引导到第三行，在那里另一个人签署了文件并将我引导到收银员。
在收银台，我支付了签证，然后被引导回到最后一行，和以前一样的人在那里收集文件，在我的护照上盖章，然后送我去我的快乐路上。
整个体验花了两个多小时，尽管我与人类的互动总共大概只有三分钟。那张纸的用途是什么？我仍然不知道。
那么这与人力资源有什么关系，你为什么要关心呢？因为除非您的背景筛查程序是在一个单一的、无缝集成的全球系统之外进行管理的，否则您实际上是在遵循我在上面遇到的相同的违反直觉的过程。
为什么您的招聘人员必须根据他们要求的验证类型或他们所处的背景调查阶段在不同的系统之间切换，这毫无意义。更不用说您还必须在多个系统上培训您的团队。
从更自上而下的层面来看，拥有集成解决方案有助于确保您的团队遵循标准流程。此外，如果您希望为 HR 分析奠定基础，那么您将使用单一系统显着简化您的生活。
选择背景调查公司的雇主 有很多事情要考虑。随着#HRTech 的迅速临近，让我们从技术的角度来看看它。
一流的背景筛查解决方案包括：
一个无缝集成的解决方案，所有验证、药物测试、I-9 / E-Verify、状态更新和报告都在一个界面中进行管理。
与申请人跟踪系统 (ATS)和入职解决方案的广泛合作伙伴关系。一个“产品化”的整合，包括自己的产品路线图，支持模式和专门的供应商的承诺。
如果您在多个国家/地区招聘，请寻找可用于管理全球筛选计划的全球系统。必须使用 25 个不同国家/地区的 11 个独特系统与我在边境排队的经验一样有效。不幸的是，这种情况在人力资源领域经常发生。
I once had the pleasure of visiting [name of country redacted] via South Africa. The first step was to get through immigration. Not really sure what to do, I got off the bus and just followed the crowd. In the first line, I was given a blank sheet of paper and told to stand in a second line.
Eventually, a friendly gentleman stamped said sheet of paper and placed it inside my passport. I was directed to line number three where another individual signed the paper and directed me to a cashier.
At the cashier, I paid for a visa and was directed back to the last line, where the same man as before collected the paper, stamped my passport and sent me on my merry way.
The entire experience took a little over two hours, though I interacted with human beings for a total of perhaps three minutes. And the purpose of that piece of paper? I still have no idea.
So what does this have to do with HR and why should you care? Because unless your background screening program is managed out of a single, seamlessly-integrated and global system, you are effectively following the same counter-intuitive process that I encountered above.
It makes very little sense why your recruiters should have to switch between different systems based upon the type of verification they are requesting or what stage of the background check they are in. Not to mention that you also have to train your team on multiple systems.
From a more top-down level, having an integrated solution helps to ensure that your team is following a standard process. In addition, if you ever hope to build a foundation for HR analytics, you will significantly simplify your life with a single system.
Employers choosing a background check company have lots of things to consider. With #HRTech rapidly approaching, let’s take a look at it from a technology perspective.
Best-in-class background screening solutions include:
A seamlessly integrated solution where all verifications, drug tests, I-9 / E-Verify, status updates and reports are managed out of a single interface.
Extensive partnerships with applicant tracking systems (ATS) and on-boarding solutions. A ‘productized’ integration including its own product roadmap, support model and dedicated vendor commitment.
If you’re hiring in multiple countries, look for a global system that can be used to manage your worldwide screening program. Having to work with 11 unique systems for 25 different countries is about as efficient as my experience in line at the border. And unfortunately, it happens all too often in the HR world.
