在其2020年就业筛选基准报告中，基于对 1,600 多名人力资源、安全和管理专业人士的调查，观火讨论了当前影响雇主的一些主要趋势。这些组织的领导者正在努力解决各种各样的问题，许多人正在求助于他们的人力资源团队来帮助解决这些问题。
该报告揭示了有关当今雇主最关心的问题的三个主要发现：
尽管就业市场疲软，但人才竞争仍然是一个挑战。
雇主连续第二年表示，他们面临的最大业务挑战是“寻找、培养和留住优质人才”。即使全国失业率持续稳定，雇主仍然遇到填补空缺职位的问题，因为可用的申请人可能无法满足可用职位的要求。这种“就业缺口”可能会因预期的招聘增加而进一步复杂化：随着经济继续显示出明显复苏的迹象，近 70% 的受访者认为他们将在 2013 年增加劳动力。
因此，雇主正专注于改善求职者的体验，以更好地磨练他们的招聘竞争优势：来自大型组织（雇用超过 500 人的组织）的 84% 的受访者和所有受访者的 71% 表示他们已采取措施改进求职者前一年在筛选过程中的经验。
影响招聘流程的不断变化的法律法规可能会使合规性变得困难。
与前一年一样，对 2020 年调查做出回应的雇主表示，“监管变化和合规性”是他们第二个最关键的业务挑战。在过去的一年中，联邦和州法规发生了许多影响背景筛查 计划政策的变化。最显着的监管发展之一出现在 2020 年 4 月，当时平等就业机会委员会 (EEOC) 发布了关于在招聘过程中使用犯罪背景调查的修订指南。作为 EEOC 指导的结果，大多数组织对其筛选政策进行了审查。雇主的另一个热门话题是社交媒体——每 10 名雇主中就有近 8 名在筛选过程中根本不使用社交媒体，这可能是出于监管和相关隐私问题。
雇主必须应对广泛的风险因素。
今天的组织做出许多决策都是基于减轻各种风险。就业筛查在此风险管理职能中发挥着重要作用，因为背景筛查所提到的一些主要好处包括提高安全性和安保以及减少疏忽招聘风险、工作场所事故和暴力、非法药物使用和员工盗窃。此外，超过 40% 的雇主报告称，他们经历了可以通过背景筛查解决的工作场所事故。组织还希望解决可以帮助风险管理的就业筛选计划的其他领域，例如重新筛选现有员工、对临时工进行背景调查，并为允许使用医用或娱乐大麻的州制定政策豁免。In its 2013 Employment Screening Benchmarking Report, based on a survey of more than 1,600 HR, security and management professionals, HireRight discusses some of the major trends that are currently affecting employers. Leaders in these organizations are grappling with a wide variety of issues, and many are turning to their human resources teams to help address them.
The Report reveals three key findings regarding issues that remain top-of-mind for employers today:
Competition for talent continues to be a challenge, despite a weak job market.
For the second year in a row, employers have indicated that their top business challenge is “finding, developing and retaining quality talent.” Even with continually solid national unemployment rates, employers are still encountering issues with filling open positions, since available applicants may not meet the requirements of available jobs.This “employment gap” may likely be further complicated by an expected uptick in hiring: with the economy continuing to show signs of measured recovery, nearly 70% of respondents believe they will increase their workforce in 2013.
As a result, employers are focusing on improving the applicant experience to better hone their competitive hiring edge: 84% of respondents from larger organizations (those employing more than 500 people) and 71% of all respondents indicate they have taken steps to improve the candidate experience in the screening process during the prior year.
Ever-evolving laws and regulations that affect the hiring process can make compliance difficult.
As they did the previous year, employers responding to the 2013 survey indicated “regulatory changes and compliance” as their second most critical business challenge. The past year has seen a number of changes in both federal and state regulations impacting background screening program policies.One of the most notable regulatory developments came in April 2012 when the Equal Employment Opportunity Commission (EEOC) issued revised guidance regarding the use of criminal background checks in the hiring process.As a result of the EEOC guidance, most organizations undertook a review of their screening policies. Another hot topic for employers is social media – nearly 8 out of every 10 employers don’t use it at all during the screening process, likely due to regulatory and related privacy concerns.
Employers must manage against a broad spectrum of risk factors.
Organizations today make many of their decisions based on mitigating a wide variety of risks. Employment screening plays an important role in this risk management function, as some of the top benefits cited for background screening include improved safety and security and reductions in negligent hiring risks, workplace accidents and violence, illicit drug use, and employee theft.Furthermore, more than 40% of employers reported that they had experienced a workplace incident that could have been addressed through background screening. Organizations are also looking to address other areas of employment screening programs that can assist in risk management, like re-screening of current employees, background checks for contingent workers, and creating policy exemptions for states that permit the use of medical or recreational marijuana.
