根据2020 观火背调 Employment Screening Benchmarking Report，90% 的受访组织表示，他们预计在未来 12 个月内不会裁员。此外，超过一半的组织预计明年他们的劳动力可能会增加（2010 年，只有 43% 的公司预计会扩大劳动力）。
虽然预期的招聘增加是个好消息，但许多雇主可能没有准备好满足这一需求的背景筛选计划。
增加招聘对背景审查意味着什么？
随着招聘的再次升温，雇主需要知道他们正在招聘合适的人，并且雇主应该最大限度地减少潜在的有害人员从裂缝中溜走时可能发生的合规、法律和声誉风险。
随着最近招聘的停滞，许多组织可能对他们的背景筛选计划松懈了。然而，随着招聘人数的预期增加，现在是雇主应该考虑评估他们当前计划的时候了。
建议雇主定期对其现有的就业背景筛选计划进行彻底的自我审查，并在任何劳动力扩张的预期下进行。事实上，在我们的基准报告中接受调查的雇主中有 42% 表示他们打算在明年审查他们的就业筛选标准（这是 2010 年结果的两倍多）。
通过实施全面的背景筛查计划，组织可以通过遵守州、联邦和行业法规来降低代价高昂的罚款的潜在风险。一个彻底的背景筛选计划还使组织更有信心，它不会雇用具有某些犯罪背景的个人，并且雇主可以减少可能的法律索赔和声誉损害。
背景筛查自我审核中需要监控的 5 个领域
以下是雇主在对其就业背景筛查计划进行内部审核时应评估的五个主要领域：
1. 合规性
每个雇主都有不同的监管足迹，这取决于它在哪个州开展业务，以及它是否属于医疗保健、运输或金融服务等高度监管领域的一部分。
为避免因不合规计划造成代价高昂的处罚，法律和人力资源部门应至少每年聚集一次，评估现有和待定的州和联邦立法以及行业法规，以确认他们的计划在每一步都符合合规性. 还建议成立一个团队来监控合规问题并主动应对政府或行业法规的变化。
2. 一致性
自我审查还有助于确定您当前的就业背景筛查计划中潜在的代价高昂的差距。积极主动的组织不仅可以找到改进筛选过程的方法，还可以纠正任何文书工作错误，例如I-9 错误，这在联邦审计中可能代价高昂。
要求强制进行药物筛查的雇主还应检查其员工选择、通知和检测政策是否一致、随机和非歧视性。
3. 及时性
当我们就 2011 年的主要招聘筛选挑战对公司进行调查时，报告的最大障碍是缩短整体招聘时间。当由人力资源人员手动完成时，根据州和联邦数据库检查每个候选人的信息似乎令人生畏。
但是，有了正确的背景筛查解决方案，雇主就可以快速对求职者进行多项背景调查。升级到电子背景筛查解决方案使许多雇主能够在一个快速简便的过程中集中和自动化多层筛查。
4. 风险管理
在选择和评估背景筛查项目时，公司应该平衡其筛查实践的成本和收益。组织必须确定适当数量的背景筛查，以满足其招聘标准和工作场所安全标准，并有助于他们遵守适用法规并雇用最优秀的人才。
如果一个组织的成本和时间因添加多层额外筛选而增加，但该组织没有意识到风险缓解的任何真正好处，那么它可能希望在未来简化其计划。
5. 集成
背景筛选程序的组件与其他软件和系统的集成程度如何？如果人力资源人员将数据输入多个位置，则可能是升级到更好的集成电子筛选解决方案的时候了。
缺乏整合会导致筛选过程花费更长的时间，并且还可能增加出现人为错误的机会。如果一个组织接受审计并且没有统一的筛选审计跟踪，这也可能对审计结果产生负面影响。
立法、法规和技术的不断变化要求对背景筛查采取主动和敏捷的方法。背景审查疏忽可能导致监管机构的高额罚款或破坏性诉讼或品牌损害。通过针对这五个关键领域评估您的就业筛选计划，随着招聘的改善，您将能够更好地满足筛选需求。
According to the 2020 Employment Screening Benchmarking Report, 90% of the organizations surveyed said they do not expect to lay off employees over the next 12 months. In addition, more than half of organizations expect their work forces to likely increase in the next year (in 2010, only 43% of companies expect to expand their work forces).
While the expected increase in hiring is good news, many employers may not have background screening programs in place to meet this demand.
What does increased hiring mean for background checks?
As hiring heats up again, employers need to know they are hiring the right people, and employers should minimize the compliance, legal and reputational risks that can occur when potentially harmful people slip through the cracks.
With the recent hiring lull, many organizations may have been lax about their background screening programs. However, with hiring expected to increase, now is the time for employers to consider reviewing their current plans.
Employers are advised to conduct a thorough self-review of their existing employment background screening programmes on a regular basis and in anticipation of any workforce expansion. In fact, 42% of the employers surveyed in our benchmark report said they intend to review their employment screening criteria in the next year (more than double the result in 2010).
By implementing a comprehensive background screening program, organizations can reduce the potential risk of costly fines by complying with state, federal, and industry regulations. A thorough background screening program also gives the organization more confidence that it will not hire individuals with certain criminal backgrounds, and employers can reduce possible legal claims and reputational damage.
Background screening 5 areas to monitor in self-audit
Here are five main areas employers should evaluate when conducting internal reviews of their employment background screening programs:
1. The compliance
Each employer has a different regulatory footprint, depending on which state it does business in and whether it is part of a highly regulated sector such as health care, transportation or financial services.
To avoid costly penalties for noncompliance programs, legal and human resources departments should gather at least once a year to evaluate existing and pending state and federal legislation and industry regulations to confirm compliance with their programs at every step of the way. It is also recommended to set up a team to monitor compliance issues and proactively respond to changes in government or industry regulations.
2. The consistency
Self-review can also help identify potentially costly gaps in your current employment background screening program. Proactive organizations can not only find ways to improve the screening process, but also correct any paperwork errors, such as i-9 errors, that can be costly in federal audits.
Employers requiring mandatory drug screening should also check that their employee selection, notification and testing policies are consistent, random and non-discriminatory.
3. Timely
When we surveyed companies on the key hiring screening challenges for 2011, the biggest obstacle reported was shortening the overall hiring time. When done manually by human resources, checking each candidate's information against state and federal databases can seem daunting.
But with the right background screening solution, employers can quickly run multiple background checks on job applicants. Upgrading to an electronic background screening solution enables many employers to centralize and automate multiple layers of screening in a quick and easy process.
4. Risk management
When selecting and evaluating background screening programs, companies should balance the costs and benefits of their screening practices. Organizations must determine the appropriate amount of background screening to meet their hiring standards and workplace safety standards, and to help them comply with applicable regulations and hire the best talent.
If an organization's costs and time are increased by adding layers of additional screening, but the organization is not aware of any real benefits of risk mitigation, it may wish to simplify its plans in the future.
Integration of 5.
How well are the components of the background filter integrated with other software and systems? If human resources is entering data into multiple locations, it may be time to upgrade to a better integrated electronic filtering solution.
Lack of integration leads to longer screening processes and may increase the opportunity for human error. If an organization is audited and there is no uniform screening audit trail, this can also negatively impact audit results.
Constant changes in legislation, regulations and technology require a proactive and agile approach to background screening. Lax background checks can result in hefty fines from regulators or damaging lawsuits or brand damage. By evaluating your employment screening program against these five key areas, you will be better able to meet screening needs as recruitment improves.
