做得好，背景调查对候选人来说应该是快速、安全和无缝的。如果做得不好，这些检查可能会导致延误、额外的工作、沮丧和对数据隐私的担忧。

正如招聘组织在进行背景调查时获得无缝体验很重要一样，候选人也有积极的体验同样重要。

为什么候选人经验在背景调查中很重要？

候选人体验涵盖招聘过程的每个步骤，从提交申请到评估、面试、入职和入职培训。当求职者总体上有积极的经历时，他们可能会高度评价您的公司，如果被录用，他们会对加入您团队的决定充满信心。

另一方面，如果候选人有负面经历，则可能会发生相反的情况。普华永道的一项研究发现，49% 的求职者因为招聘过程中的糟糕经历而拒绝了工作机会。如果候选人有其他工作前景，他们更有可能拒绝你对另一家他们有更积极候选人体验的公司的邀请。

最重要的是，经验不那么愉快的申请人将倾向于在GlassDoor等平台上分享它，这可能会损害贵公司的招聘声誉。

因此，为避免所有这些不利因素，应采取措施使候选人体验尽可能无缝，其中包括背景调查过程。

如何在背景调查期间改善候选人体验

无论您执行何种类型的背景筛选，这些注意事项都可以帮助您在此过程中改善候选人体验。

用户友好的平台

优先考虑用户体验的平台将是移动优先、易于导航、直观的，并且应提供支持团队以防候选人遇到任何困难。

轻松入职

每个背景调查平台都要求应聘者登录（通常要求应聘者创建新的帐户和密码），输入过去的工作信息，并签署各种文件。为了让这个过程更容易，一些小的补充，比如允许谷歌或社交媒体登录、电子签名，以及从 LinkedIn 同步信息，将会有所作为。

及时处理

背景调查通常在申请人收到工作机会之前进行，这意味着这是他们正式受雇并开始工作之前的最后一步。这个过程花费的时间越长，候选人达到这个里程碑的时间就越长。

简化的筛选应用程序或平台应允许候选人快速轻松地提交执行背景调查所需的正确信息。之后，它应该提供一个预计的时间范围，在该时间范围内申请人可以期待后续跟进或确认。

沟通

出色的候选人体验优先考虑沟通，以保持候选人的信任与合作。这意味着让他们了解他们的申请状态、后续步骤，并解释为什么有必要收集他们的数据。

数据隐私

为确保候选人及其用于背景调查的数据的安全，请明确表示您重视他们的隐私并制定易于访问的政策，以确保他们的信息安全且仅用于筛选目的。三层数据隐私方法将涉及流程、人员和技术。

归根结底，您的候选人应该感到满意，并对您的背景筛选过程充满信心。在此处了解我们的背景调查流程如何确保获得积极的候选人体验。

Just as it is important to hiring organizations to have a seamless experience when performing background checks, it is equally important that candidates have a positive experience, too.

Why is Candidate Experience Important in Background Checks?

The candidate experience encompasses each step of the hiring process, from submitting their application to assessment, interviewing, onboarding and orientation. When a job applicant has an overall positive experience, they are likely to think highly of your company, and if hired, will feel confident about their decision to join your team.

On the other hand, if the candidate has a negative experience, the opposite will likely occur. A PwC study found that 49% of job seekers have turned down an offer because of a bad experience during the hiring process. And if a candidate has other job prospects, it is more likely they will turn down your offer for another company with which they’ve had a more positive candidate experience.

On top of that, applicants with a less-than-enjoyable experience will be inclined to share it on platforms such as GlassDoor, which can potentially hurt your company’s hiring reputation.

So, to avoid all these downsides, steps should be made to make the candidate experience as seamless as possible, and that includes the background check process.

How to Improve Candidate Experience During Background Checks

Regardless of the type of background screening you perform, these considerations can help you improve the candidate experience during the process.

User-Friendly Platform

A platform that prioritizes the user experience will be mobile-first, easy to navigate, intuitive, and a support team should be available in case the candidate has any difficulties.

Easy Onboarding

Every background check platform requires applicants to sign in (often requiring the candidate to create a new account and password), input past job information, and sign various documents. To make this process easier, small additions, such as allowing Google or social media sign-in, e-signatures, and syncing information from LinkedIn, will make a difference.

Timely Process

The background check usually comes just before an applicant receives a job offer, meaning it’s the final step before they are officially employed and can begin work. The longer this process takes, the longer until the candidate can reach this milestone.

A streamlined screening application or platform should allow candidates to quickly and easily submit the right information needed to perform the background check. After, it should provide an estimated time frame within which applicants can expect a follow-up or confirmation.

Communication

A great candidate experience prioritizes communication to maintain candidates’ trust and cooperation. This means keeping them informed of the status of their application, next steps, and explaining why it is necessary to collect their data.

Data Privacy

To ensure the safety of candidates and their data used for background checking, make clear that you value their privacy and have an easy-to-access policy in place to assure them that their information is safe and will only be used for screening purposes. A three-tiered data privacy approach will involve processes, people, and technology.

At the end of the day, your candidates should feel satisfied and have the utmost confidence in your background screening processes. See how our background check process ensures a positive candidate experience here.