在过去的几个月里，个人的工作方式和公司的运营方式发生了永远的变化。估计 有 1600 万美国“知识工作者”在短时间内开始远程工作，以练习社交距离或自我隔离。预计到 2021 年底，将有25% 至 30% 的员工每周多天在家工作。

当  世界各地的人们突然开始比以往任何时候都更加依赖您的技术时，科技行业遇到了一系列独特的情况。突然之间，工作、学校、医生预约、健身课程和社交聚会变得遥不可及。在大流行期间，技术变得如此重要，以至于 93% 的美国成年人 表示，互联网或手机服务的严重中断将成为他们日常生活的障碍。

为了支持这种增长和对技术的日益依赖，许多科技公司开始 增加招聘。根据 Dice的一项研究，硅谷的招聘信息大幅增加，因为它们“……生产对远程工作和生活至关重要的产品和服务，从消息传递软件到电子邮件和云平台。” 即使技术职位发布显着增加，  COVID-19 也将桌子从“员工市场”转变为“雇主市场”， 技术人才库比以往任何时候都大。

随着大量应用程序的涌入，为您的公司找到合适的候选人现在比以往任何时候都更加重要。 背景调查 可以帮助您审查候选人并 优先考虑 整个组织的信任和安全。

做出明智选择的工具

寻找与您合作并提供适合您业务需求的定制背景筛查工具和支持信息的筛查提供商。科技公司很难确认每位员工都能满足工作要求、技能坦率以及拥有强大的知识基础。事实上，根据 Blind最近的一份报告，每 10 名技术专业人士中就有 1 人在简历上撒谎以找工作。科技公司在最有可能雇用在简历上撒谎的人的公司名单中占据主导地位。候选人可以夸大他们的教育、职位或以前的经验。任何与就业前有关的陈述都可能是捏造的。在招聘需要特定知识库（技术工作的关键组成部分）的工作时，这些情况令人恐惧。

为了降低雇用错误人员的风险，您可以与满足 特定行业需求、以 合规为重点并能够适应不断变化的行业趋势的背景审查提供商合作。强大的背景调查可以帮助您验证您的新员工是否拥有他们声称的正确教育、技能和经验。

以合规专业知识为后盾的全球知识

科技公司通常分布在城市、州和大洲。从法律和合规性的角度来看，跨地区和全球司法管辖区的员工招聘、招聘和筛选变得更加复杂。背景审查要求因法律、规则和法规的不同而在国内和国际上有所不同。国际公司需要通过应对 全球招聘带来的不断变化的规则和法规环境来保持领先地位。科技公司正在国内和世界各地寻找同样无缝的背景调查候选人体验。

安全的背景筛选器使您能够在全球市场中保持合规性。寻找能够在同样高效和勤勉的框架内将其服务扩展到全球的筛查提供商，同时满足包括地方、州、国家和全球在内的各级司法管辖区的法规。随着公司的扩张，您应该专注于寻找合适的人才，而不是耗尽宝贵的公司资源。

员工在社交媒体上体现品牌价值

这些数字写在墙上——尤其是全球使用社交媒体的数字对于企业和个人使用来说都是惊人的。根据 全球数字报告2019 年的一项研究，全球有超过 34.8 亿社交媒体用户。普通人  每天在社交媒体上花费2 小时 22 分钟。随着所有这些在线使用，社交媒体对企业来说越来越重要，甚至有助于他们的招聘过程。

有了所有这些在线个人信息，您如何在招聘过程中使用社交媒体筛选？在线个人资料可以提供对工作历史可能无法揭示的人的见解。当招聘经理或公司内部资源查看候选人的社交媒体帐户时，他们可能会根据他们在网上看到的内容有意识或潜意识地进行歧视。此外，在执行社交媒体搜索方面存在合规性和法律要求。与第三方合作审查候选人的社交资料可以减轻偏见。 社交媒体筛选 可以帮助保护您免于雇用在性别、种族、残疾、宗教信仰和性别方面存在问题或歧视行为的人。通过这种类型的筛选，公司可以先发制人，朝着体现其核心价值观的方向前进。

强大的候选人体验

就像您使用背景调查来评估候选人一样，候选人在背景筛选过程中也会对您的公司产生印象。这些检查可以是对成功候选人体验的扩展和初步介绍。在面试过程之后，背景调查是员工与贵公司的第一次互动。整体入职体验让您给新员工留下深刻印象，让他们在开始工作时能坚持下去。在整个入职过程中，您可以使用个性化的方法来反映积极、高效和轻松的体验。背景调查不会成为麻烦，而是可以无缝、及时和方便地进行。这些互动和效率表明了 强大的候选人体验，并且可以给新员工留下对贵公司的良好印象。

强大的背景调查补充技术公司

随着技术人才库的扩大，高效、稳健且以合规为重点的背景调查可以帮助您选择最强大的技术候选人，并帮助创建一个安全且响应迅速的工作场所。在作为技术行业商标的注重细节的环境中，与 可靠的背景调查提供商合作 至关重要。通过创建适合您的需求的计划来打断卓越的服务，并增加在全球范围内扩展的能力。

estimated 16 million U.S. “knowledge workers” started working remotely to practice social distancing or self-quarantine in a short amount of time. This transition to a new digital workforce is expected to remain, with an estimated 25-30% of employees working-from-home multiple days of the week by the end of 2021.

The technology industry was met with a unique set of circumstances when all at once, people across the world began relying on your technologies more than ever. Suddenly, work, school, doctors’ appointments, fitness classes, and social gatherings became remote. During the pandemic, technology became so important that 93% of U.S. adults said a significant interruption to internet or cellphone service would be an obstacle in their daily lives.

To support this increase and growing reliance on technology, many tech companies began ramping up hiring. According to a study by Dice, Silicon Valley saw a substantial increase in job postings as they “…produce products and services vital to remote work and life, from messaging software to email and cloud platforms.” Even with this significant increase in tech job postings, COVID-19 has turned the table from an “employee-market” to an “employer-market” with the tech talent pool being larger than ever.

With this influx of applications, finding the right candidate for your company is more important now than ever. Background checks can help you vet candidates and prioritize trust and safety throughout your organization.

So, how can you use thorough background checks to hire the strongest candidate? We’re glad you asked. Here are five components that will help you create a robust screening program that is responsive to your company’s values and needs. Or, would you prefer to skip to how Sterling can help? Click here to start a conversation with us

Tools for Making Informed Choices

Look for a screening provider who partners with you and offers customized background screening tools and supporting information that suits your business needs. Tech companies struggle to confirm that each hire can fulfill job requirements, is forthright with their skills, and has a strong knowledge base. In fact, according to a recent report from Blind, 1 in 10 tech pros lie on their resume to get a job. Tech companies dominate the list of companies most likely to employ people who lied on their resume. Candidates can exaggerate their education, job titles, or prior experience. Anything stated that relates to pre-employment can be potentially fabricated. These situations are frightening when recruiting for jobs that require a specific knowledge base – a key component of tech jobs.

To mitigate the risk of hiring the wrong person, you can partner with a background screening provider that caters to specific industry needs, is compliance-focused, and can adapt to changing industry trends. Robust background checks can help you verify that your new hire has the right education, skills, and experiences that they claim.

Global Knowledge Backed by Compliance Expertise

Technology companies are often spread across cities, states, and continents. From a legal and compliance standpoint – hiring, recruiting, and screening employees becomes more intricate across regions and global jurisdictions. Background screening requirements vary domestically and internationally based on laws, rules, and regulations. International companies need to stay ahead of the curve by addressing the everchanging landscape of rules and regulations that comes with hiring across the globe. Technology companies are looking for the same seamless candidate experience regarding background checks, both domestically and across the world.

A secure background screener enables you to remain compliance-focused in global markets. Look for a screening provider that can extend their services globally in the same efficient and diligent framework while addressing regulations at various levels of jurisdictions, including local, state, national, and global. As your company expands, you should focus on finding the right talent instead of depleting your valuable company resources.

Employees Embody Brand Values on Social Media

The numbers are written on the wall — particularly the numbers around the global use of social media is staggering for both businesses and personal use. According to a 2019 study by Global Digital Report, there are over 3.48 billion social media users worldwide. The average person spends 2 hours and 22 minutes a day on social media. With all this online usage, social media is gaining a greater importance for businesses, and even assists in their hiring process.

With all of this personal information online, how can you use social media screening during the hiring process? Online profiles can provide insights into a person that work histories may not reveal. When hiring managers or internal company resources look at a candidate’s social media accounts, they can consciously or subconsciously discriminate based on what they see online. Additionally, there are compliance and legal requirements around preforming social media searches. Partnering with a third-party to review a candidate’s social profiles mitigates bias. Social Media Screening can help protect you from hiring people who present problematic or discriminatory behavior regarding sex, race, disability, religious beliefs, and gender. With this type of screening, companies can preempt red flags and advance towards embodying its core values.

A Strong Candidate Experience

Just as you are using background checks to assess candidates, candidates form an impression of your company during their background screening process. These checks can be an extension, and initial introduction, to a successful candidate experience. After the interview process, background checks are an employee’s first interaction with your company. The overall onboarding experience allows you to make an impression on your new employees that can stick with them as they begin work. Throughout the onboarding process, you can use a personalized approach to reflect a positive, efficient, and painless experience. Instead of becoming a nuisance, background checks can be seamless, timely, and convenient. These interactions and efficiencies are indicative of a strong candidate experience, and can leave new hires with a great impression of your company.

Robust Background Checks Complement Technology Companies

As the technology talent pool expands, efficient, robust, and compliance-focused background checks can help you choose the strongest tech candidate and help create a safe and responsive workplace. In a detail-oriented landscape that is a trademark of the technology industry, partnering with a reliable background check provider is critical. Exceptional service is punctuated by creating a plan tailored to your needs, with the added ability to scale globally.