随着一年的结束，我们慢慢地进入了预测新日历年趋势的不可避免的季节。
请放心，在 观火背调，我们很快就会对 2021年做出自己的预测。与此同时，回顾 2020 年可能会很有趣。
过去一年中最常见的预测是什么？它们的相关性如何？在查阅了许多涵盖“2020年趋势”的文章和博客文章后，最常见的背景筛选趋势似乎可以归为“禁止框”法规或技术领域的类别：
“禁止盒子”规定
毫无疑问，美国各州和直辖市采用“Ban the Box”举措是 2020 年背景筛查行业反复出现的预测。现在至少有 6 个直辖市和 5 个州采用了Ban the Box，另外还有 2 个州紧随其后未来几个月的诉讼。
技术领域
虽然监管格局的变化相对容易预测，因为它们需要更长的时间来编写、辩论和通过，但另一方面，做出准确的技术预测要复杂得多。2020 年一些最常见的预测围绕着在进行背景调查时使用技术展开。
这些强调了社交媒体使用的增加，更加突出了与申请人跟踪系统 (ATS) 的集成，并预测了为接受背景筛选的申请人提供的移动工具的迅速普及。
有趣的是，在最后一点上，2020 年的创新相对较少。除了某些例外，申请人可能找不到许多可供他们使用的新移动解决方案。
鉴于目前候选人经验在人力资源经理的 élanvitale 中占有突出地位，这可能会令人惊讶。招聘人员可能希望查看其背景调查公司提供的移动解决方案，以符合数字化劳动力的期望。
总体而言，对本年度背景筛查行业的预测较为准确。趋势与日历年并不完全一致，2020 年的许多发展自然会延续到下一年甚至更久。
Rest assured, at HireRight, we will have our own predictions for 2015 coming soon. In the meantime, it might be interesting to take a retrospective look at 2014.
What were the most common predictions for the year gone by and how relevant did they turn out to be? After reviewing numerous articles and blog posts covering “trends for 2014” the most frequent background screening trends appear to be grouped into the categories of “ban the box” regulations or technology domains:
‘Ban the Box’ Regulations
Without question, the adoption of ‘Ban the Box’ initiatives in states and municipalities across the US was a reoccurring prediction for the background screening industry in 2014. No less than 6 municipalities and 5 states have now adopted Ban the Box with 2 more states following suit in the coming months.
Technology Domain
While changes to the regulatory landscape are relatively easy to predict as they require an extended length of time to write, debate and pass, making accurate technological forecasts, on the other hand, is much more complicated. Some of the most common predictions for 2014 revolved around the use of technology in conducting background checks.
These emphasized the increased usage of social media, placed greater prominence on integrations with applicant tracking systems (ATS) and predicted the burgeoning availability of mobile tools for applicants undergoing background screening.
Interestingly, on this last point, 2014 witnessed relatively little innovation. With some exception, applicants may not find many new mobile solutions at their disposal.
This could be considered surprising in light of the prominent mindshare that candidate experience currently occupies in the élan vitale of human resources managers. Recruiters may want to review the mobile solutions that their background check company provides in order to align with the expectations of a digital workforce.
Generally speaking, predictions for the background screening industry for the year were reasonably accurate. Trends don’t perfectly align with the calendar year and many of 2014’s developments will naturally extend into the following year and well beyond.
