冗长的招聘时间是当今人力资源经理的主要痛点，这已不是什么秘密。
55% 的公司需要大约两个月的时间才能找到合适的候选人，而 8% 的公司表示平均需要三个月以上的时间。
长期空缺的职位可能会导致公司损失生产力以及逐渐增加招聘费用。解决这一招聘时间挑战的一种方法是利用技术提高流程效率。
但是，人力资源和人才管理专业人士究竟应该对技术投资有什么期望呢？一般而言，人力资源系统可以帮助提高数据准确性、减少工作量以及提供流程一致性和效率。
许多有价值的计划增强功能可以通过可用的 HR 产品集成来提供，以帮助缩短招聘时间，同时改善申请人体验。
将申请人跟踪系统 (ATS) 与组织的背景筛查、药物筛查和 I-9/E-Verify 系统集成是实现这一目标的有效方式。与其构建自定义集成，不如选择将集成视为产品（具有自己的测试/质量、发布和升级周期）的预集成 HR 解决方案将帮助组织最大限度地提高技术投资。
这些解决方案与专为集成设计的开发和支持结构相结合，随着时间的推移往往会更加实用和稳定。与自定义集成不同，这些共同开发的“产品化”集成由 ATS 供应商和背景筛查提供商之间的持续合作提供支持。
这有助于确保集成尽可能无缝并随着时间的推移继续发挥作用，使公司能够在平台升级时与其 ATS 供应商保持同步。
一流的 HR 产品集成将提供引人注目的功能，以提高流程效率。在观火背调，我们在集成战略上进行了大量投资，以帮助实现这些优势。
我们的许多客户利用我们称为 观火背调 的统一集成平台来利用以下功能：
通过 ATS 进行单点登录 (SSO)
从 ATS 到观火背调 的自动加密数据预填充
可配置的用户权限，申请人通过观火背调 申请人中心移动门户自助服务
近乎实时的筛选状态从 观火背调 填充回 ATS
观火背调的变更跟踪器，用于识别原始 ATS 候选人申请与候选人提供给 观火背调的数据之间的变化
SSO 访问管理仪表板、分析报告和详细筛选报告
由于人力资源经理经常被要求“事半功倍”，因此整合人力资源系统的趋势很可能会加速向前发展。但重要的是要记住，并非所有集成都是平等的。
Fifty-five percent of companies require about two months to find the right candidate, while 8% report that it takes them, on average, over three months.
Positions that remain unfilled for extended periods of time can cost the company both in terms of lost productivity as well progressively increasing recruitment expenses. One way to address this time-to-hire challenge is to create process efficiencies by leveraging technology.
But what exactly should HR and talent management professionals expect from technology investments? In general, HR systems can help improve data accuracy, reduce workload, as well as deliver process consistency and efficiency.
Many of these valuable program enhancements can be delivered through available HR product integrations, to help decrease time-to-hire while also improving the applicant experience.
Integrating an Applicant Tracking System (ATS) with an organization’s background screening, drug screening and I-9/E-Verify systems is a powerful way to achieve this. Rather than building custom integrations, selecting a pre-integrated HR solution that treats the integration like a product (with its own test/quality, release and upgrade cycles) will help organizations maximize their investment in technology.
These solutions, when coupled with development and support structures designed specifically for integrations, tend to be more functional and stable over time. Unlike a custom integration, these co-developed, “productized” integrations are backed by ongoing collaboration between the ATS vendor and the background screening provider.
This helps to ensure that integration is as seamless as possible and continues to function over time, enabling companies to stay in lock-step with their ATS vendor as the platform is upgraded.
Best-in-class HR product integrations will provide compelling functionality to facilitate process efficiency. At HireRight, we have invested extensively in our integrations strategy to help deliver these benefits.
Many of our customers leverage our unified integration platform, known as HireRight Connect, to take advantage of features such as:
Single Sign-On (SSO) via the ATS
Automatic and encrypted data pre-population from the ATS to HireRight
Configurable user permissions, applicant self-service via the HireRight Applicant Center Mobile portal
Near real-time screening statuses populated back to the ATS from HireRight
HireRight’s Change Tracker to identify changes between the original ATS candidate application and the data the candidate provides to HireRight
SSO access to management dashboards, analytical reports and detailed screening reports
Because HR managers are often asked to “do more with less”, the trend for integrating HR systems will most likely accelerate going forward. But it’s important to remember that not all integrations are created equal.
