根据2020 观火背调报告显示，雇主开始将重点从削减成本转向增长。在经济衰退期间，许多雇主的主要重点是降低成本和控制成本。
现在乐观情绪正在改善，雇主正在寻找实现增长和战略优势的方法。许多雇主可能没有意识到，有效的背景筛查计划可以帮助雇主克服这些常见的商业挑战。
2020年 观火 就业筛查基准报告揭示了雇主目前面临的四个最常见的商业挑战，以及背景筛查如何帮助克服这些挑战：
1. 支持增长
尽管许多雇主面临持续的经济挑战，但接受调查的个人对 2012 年剩余时间的就业条件改善持乐观态度，但对人才获取和管理感到担忧。
47% 的受访者表示，他们最关心的是寻找、留住和培养优质人才。71% 的受访者预计今年招聘人数会增加，这一事实可能会加剧这种担忧。
为了帮助解决这个问题，雇主正在利用背景筛选来帮助提高招聘质量。背景筛选可帮助雇主确定最佳候选人，从而有助于减少人员流动并减轻其他业务风险。
2. 降低法律和监管风险
未能保持合规性的雇主可能面临严重的处罚，包括失去合同、罚款甚至诉讼。意识到这一点后，受访者表示，保持合规性和与监管变化保持同步是他们的第二大业务挑战。
为了帮助确保合规性和降低风险，雇主正在与备受推崇的背景筛查提供商合作，以帮助保持合规性。许多领先的按需就业背景筛查提供商在就业筛查合规方面拥有专业知识，并提供帮助降低风险的工具。
3. 控制成本
继人才获取和合规风险之后，成本控制成为当今雇主面临的三大业务挑战（24%），比 2011 年的首要任务有所下降。
背景筛查计划可以通过提高招聘质量和最大限度地减少员工流失来帮助雇主控制成本。据招聘时报报道，雇主花费大约 7,000 美元来更换受薪员工，10,000 美元用于更换中层员工，40,000 美元用于更换高级管理人员。根据美国劳工部的数据，一次糟糕的雇佣的平均成本可以达到该雇佣第一年潜在收入的 30%。
对就业史、教育史、犯罪史和药物检测等标准进行背景筛选，可以帮助从招聘库中剔除不合格的候选人，并降低更换工人的成本。
4. 建立竞争优势
由于企业注重增长，人才招聘成为执行业务计划和进行产品开发的重要组成部分。23% 的受访者将建立和保持竞争优势列为 2012 年的挑战。雇主表示，吸引和留住有经验的员工是他们的主要关注点 (45%)，而获得入门级员工是次要问题 (24%) ）。
有效的背景筛选计划可以提高招聘质量和寿命，以帮助企业支持他们的增长计划。此外，与可能导致错过顶尖人才的手动招聘流程相比，提供快速周转时间的按需背景筛选计划可以让雇主获得更好的人才。
2020 HireRight Employment Screening Benchmarking Report, employers are beginning to shift their focus from cost-cutting to growth. During the recession, many employers’ primary focus was on cost reduction and containment.
Now that optimism is improving, employers are looking for ways to achieve growth and strategic advantage. What many employers may not realize is that an effective background screening program can help employers overcome these common business challenges.
The 2012 HireRight Employment Screening Benchmarking Report reveals the four most common business challenges that employers are currently facing and how background screening can help overcome them:
Despite the continuing economic challenges that many employers are facing, individuals surveyed are optimistic about improved employment conditions in the remainder of 2020, yet are concerned with talent acquisition and management.
Forty seven percent of respondents cite finding, retaining and developing quality talent as their top concern. This concern may be amplified by the fact that 71 percent of respondents expect an increase in hiring during the current year.
To help address this concern, employers are leveraging background screening to help improve the quality of hire. Background screening helps employers identify top candidates, which in turn helps reduce turnover and mitigates other business risks.
2. Mitigating Legal and Regulatory Risk
Employers that fail to maintain compliance could face serious penalties ranging from lost contracts, fines and even lawsuits. Recognizing this, respondents cited that maintaining compliance and staying current with regulatory changes is their second greatest business challenge.
To help ensure compliance and mitigate risks, employers are partnering with well-respected background screening providers to help maintain compliance. Many leading on-demand employment background screening providers possess expertise in employment screening compliance, and provide tools to help mitigate risk.
3. Containing Costs
Following talent acquisition and compliance risks, cost containment rounded out the top three business challenges facing employers today (24%), a decline from the top priority in 2011.
A background screening program can help employers to contain costs by increasing hire quality and minimizing worker turnover. According to The Recruiting Times, employers spend about $7,000 to replace a salaried employee, $10,000 to replace a mid-level employee and $40,000 to replace a senior executive. The average cost of a poor hire can amount to 30 percent of that hire’s first year potential earnings, according to the U.S. Department of Labor.
Background screening for employment history, education history, criminal history and drug testing and other criteria can help eliminate poor candidates from the hiring pool and reduce the costs of replacing workers.
4. Building a Competitive Advantage
As businesses focus on growth, talent acquisition becomes a crucial component for executing business plans and pursuing product development. Twenty-three percent of survey respondents listed building and maintaining a competitive advantage as a challenge in 2012. Employers said that attracting and retaining experienced workers was their main concern (45%) and that acquiring entry-level employees was a secondary issue (24%).
An effective background screening program can increase hire quality and longevity to help businesses support their plans for growth. In addition, an on-demand background screening program that provides quick turnaround time may allow employers to acquire better talent as compared to manual hiring processes that may result in missing out on top talent.
