随着招聘开始恢复和员工流失率增加，组织应保持领先于招聘需求，并确保他们制定了有效且合规的就业背景筛选政策。
正确的背景筛查政策可以通过降低索赔风险以及提高员工素质来帮助组织。
正如2020 观火背调 Employment Screening Benchmarking Report所揭示的，进行背景调查的最常见原因是：
监管合规——52% 的受访者将遵守监管要求列为进行背景审查的首要原因。
人才获取——49% 的受访者将招聘质量的提高列为进行背景审查的主要原因。
降低风险——48% 的受访者表示，防范因招聘疏忽而带来的风险也很重要。
此外，通过制定明确的就业筛选政策并贯彻执行，组织可以帮助最大程度地降低潜在歧视指控的风险。
例如，如果一个组织进行随机药物测试，并且一名员工认为他或她被单独挑选进行测试过于频繁，那么正确遵守记录在案的药物测试政策可能有助于该组织为潜在的歧视索赔辩护。概述其药物测试过程确实是完全随机和非歧视性的书面政策可能有助于该组织为潜在的索赔辩护。
这只是一个例子，说明严格、清晰和最新的背景筛查政策如何使组织受益。无论您是希望改进当前的背景筛查政策还是正在制定新的背景筛查政策，请考虑以下三个最佳实践。
1. 简化人工流程
许多公司在招聘、人力资源、申请人跟踪、入职、合规、培训和筛选方面都有单独的系统。这些系统之间的差距会对雇主产生负面影响。招聘时间在吸引可用的最佳人才方面变得越来越重要。减少整体招聘时间是观火背调基准报告中报告的首要筛选挑战。使用劳动密集型人工招聘筛选流程的组织可能无法在以及时性为因素的就业环境中竞争。
手动背景筛选过程还为人为错误创造了更大的余地，工作人员在多个位置手动输入候选人的数据。自动化系统允许人力资源专业人员输入一次数据，并具有内置提醒和检查功能，以防止表格不完整或其他筛选错误。当涉及一个系统而不是多个软件和员工流程时，使用筛选流程也容易得多。
2. 让整个组织
的专家参与创建筛选计划的原因各不相同，包括合规性、人才获取和风险缓解。为了制定涵盖每个领域的综合筛选政策，公司应该让整个组织的关键决策者参与进来。这包括执行管理、人力资源、安全和法律顾问。还建议组织参与任何与法规和政策制定相关的领先行业协会。
即使对于没有内部法律顾问的组织，建议的做法是对您的筛选政策进行法律审查。根据观火背调 的基准报告，大多数雇主将法律团队纳入其筛选政策决策中。在接受调查的受访者中，29% 使用内部法律顾问，25% 使用外部法律顾问，23% 依赖其可信赖的背景筛选供应商的法律专业知识。
3. 始终致力于改进政策
随着法规、立法和技术的发展，组织不断自我评估和改进背景筛选政策至关重要。通过让管理、人力资源和法律部门的关键人员参与进来，组织将有能力应对法规和新立法的变化。在 观火背调 的基准报告中，我们发现 37% 的雇主不断审查和更新他们的就业筛选计划，而另外 42% 的雇主偶尔会这样做。只有大约 21% 的雇主报告说他们很少或从不审查和更新他们的筛查计划。在这种变化的气氛中，我们预计更多的雇主将看到需要监督立法并不断修改他们的筛选政策。
您的组织是否准备好在当今的就业环境中制定成功的筛选政策？通过查看这三个最佳实践，您将走上创建更有效的就业背景筛选计划的道路。
As hiring begins to recover and employee turnover increases, organizations should stay ahead of hiring needs and ensure they have effective and compliant employment background screening policies in place.
Proper background screening policies can help organizations by reducing the risk of claims and improving the quality of their employees.
As the 2020 Employment Screening Benchmarking Report reveals, the most common reasons for doing a background check are:
Regulatory compliance -- 52% of respondents listed compliance with regulatory requirements as the top reason for conducting a background check.
Talent acquisition -- 49% of respondents cited improved hiring quality as the main reason for conducting background checks.
Risk mitigation -- 48% of respondents said it was also important to guard against the risks of careless hiring.
In addition, by developing clear employment screening policies and implementing them, organizations can help minimize the risk of potential discrimination allegations.
For example, if an organization conducts random drug testing and an employee believes that he or she has been singled out for testing too often, correct adherence to a documented drug testing policy may help the organization defend potential discrimination claims. A written policy outlining that its drug testing process is indeed completely random and non-discriminatory may help the organization defend potential claims.
This is just one example of how rigorous, clear, and up-to-date background screening policies can benefit organizations. Whether you want to improve your current background screening policy or are developing a new one, consider the following three best practices.
1. Simplify manual processes
Many companies have separate systems for recruitment, human resources, applicant tracking, onboarding, compliance, training and screening. Gaps between these systems can have a negative impact on employers. Recruitment timing is becoming increasingly important in attracting the best talent available.
Reducing overall hiring time is the number one screening challenge reported in the Fire Back Benchmarking report. Organizations using labor-intensive human recruitment screening processes may not be able to compete in an employment environment where timeliness is a factor.
The manual background screening process also creates greater scope for human error, with staff manually entering candidates' data at multiple locations. The automated system allows hr professionals to enter data once and has built-in reminders and checks to prevent incomplete forms or other screening errors. It is also much easier to use a filtering process when one system is involved rather than multiple software and employee processes.
2. Let the organization
Experts are involved in creating screening programs for a variety of reasons, including compliance, talent acquisition and risk mitigation. To develop comprehensive screening policies that cover each area, companies should involve key decision makers throughout the organization.
This includes executive management, human resources, security and legal counsel. It is also recommended that the organization participate in any leading industry association related to regulation and policy development.
Even for organizations without in-house legal counsel, the recommended course of action is a legal review of your screening policies. According to Fireback's benchmark report, most employers include legal teams in their selection policy decisions. Of those surveyed, 29% use internal counsel, 25% use external counsel, and 23% rely on their trusted background to screen suppliers for legal expertise.
3. Always focus on improving policies
As regulations, legislation and technology evolve, it is critical that organizations continuously self-evaluate and improve their background screening policies. By involving key people in management, human resources and legal departments, organizations will be able to respond to changes in regulations and new legislation.
In fireback's benchmark report, we found that 37 percent of employers constantly review and update their employment screening programs, while another 42 percent do so occasionally. Only about 21 percent of employers reported that they rarely or never review and update their screening programs. In this changing climate, we expect that more employers will see the need to monitor legislation and constantly revise their screening policies.
Is your organization prepared to develop successful screening policies in today's employment environment? By looking at these three best practices, you'll be on your way to creating a more effective employment-background screening program.
