人才战一直存在，如今，当世界各地的组织都在大力投资以改善其候选人体验时，它已上升到一个全新的水平。在候选人决定加入您的公司时，雇主品牌也变得比以往任何时候都更加重要。
现在，有一个问题，就业筛选如何适应这一过程？根据我们与新客户合作的经验，就业筛选通常被视为一个繁琐而漫长的过程，会给候选人带来麻烦并延迟他们的入职日期。
在与不同的招聘人员讨论后，我们 GOOHO 意识到我们需要采取完全不同的方法来确保就业筛选不会损害候选人的体验，同时增加价值并为创造更好的雇主品牌做出贡献。以下是一些关键点的列表：
了解、整合和简化流程：了解并整合组织当前的人才招聘流程，以提高整体效率。在此过程中，我们希望简化工作流程，以确保我们以最快的周转时间提供服务。
就业筛选定位：将就业筛选定位为一个增值过程，以选择最佳候选人并改进入职流程。真正要做的工作是让候选人了解就业筛选的重要性以及它如何创造一个更好的工作场所。
设定明确的期望：作为值得信赖的顾问，GOOHO 顾问始终为招聘人员提供指导，以提供明确的指示并为候选人的背景调查过程设定期望。
沟通与协作：招聘人员和 GOOHO 顾问将始终密切合作和沟通。在 GOOHO，我们将自己视为客户的延伸臂膀，每次在背景调查过程中与候选人、推荐人或任何其他利益相关者沟通时，我们都代表客户的品牌。
我希望以上 4 个关键见解能够启发并为您的团队今天如何利用背景筛选为您的雇主品牌增值！
Now, there is one question in mind, how does employment screening fits in this process? According to our experience in working with new clients, employment screening is often seen as a tedious and lengthy process that creates trouble for the candidate and delays their on-boarding dates.
After discussing with different recruiters, we at eeCheck has realized that we will need to take a completely different approach to ensure employment screening would not harm the candidate experience and at the same time add values and contribute to create better employer branding. Below is a list of some of the key points:
Understand, Integrate and Streamline the Process: Understand and integrate with the organization’s current talent acquisition process to improve the overall efficiency. In this process, we want to streamline the workflow to ensure we provide service at the fastest available turnaround time.
Employment Screening Positioning: Position employment screening as a value-added process to select the best candidates and improve the onboarding process. The job to be done here really is to let candidate understands the importance of employment screening and how it can create a better workplace.
Set Clear Expectations: As a trusted advisor, eeCheck consultants always provide guidance for recruiters to provide clear instructions and set expectations for the background check process for the candidates.
Communication and Collaboration: Both the recruiter and eeCheck consultants would work and communicate with each other closely at all times. At eeCheck, we view ourselves as an extended arm of our clients in which we represent the brand of our client every time we communicate with candidates, referees or any other stakeholders in the background check process.
I hope the above 4 key insights could inspire and add values to how your team may utilize background screening to add values to your employer brand today!
