Last month, Target announced it expects to hire 130,000 seasonal workers for this upcoming holiday season and they are far from alone. While looking to fill so many open roles, it’s important to have a solid hiring process and powerful screening methods in place to support an effective and efficient recruitment process.
In fact, candidate screening and verification tools are more important than ever given most businesses are working in an all-remote capacity. Below are several steps a team can take to effectively screen candidates.
Choose A Trusted Background-Screening Provider
Seek out a comprehensive “one-stop shop” provider rather than trying to piece together screening services from multiple providers. From identity search and criminal history, to employment verification – one single provider should be able to offer everything you need now or as you grow. Additionally, your provider should be fully compliant. Under no circumstances should you conduct background check programs without a well-reviewed compliance policy. Compliance is a crucial part of the screening process and is required by law.
Select A Specific Background Check to Fit the Position
With a variety of background-screening packages to choose from, you need to reference the job description of the position offered to determine what type of screening needs to be involved. For example, if you’re looking to fill a general merchandise fulfillment role, you’re looking for an individual who is an expert in operations and who can follow processes to own picking, packing, and shipping product. This role does not require a tremendously in-depth screening. However, if you’re seeking a delivery driver, you’ll want a screening that’s more detailed to uncover an individual’s driving record and criminal history to ensure that a driver does not harm anyone through an auto accident or an assault, theft or other crimes.
Communicate to Candidates What the Screening Entails
Every applicant needs to give their consent and authorization for a potential employer to conduct a background check. You’ll need to provide proper disclosure to each applicant which must be a stand-alone document that allows an individual to include their personal information such as name, address, date of birth and social security. It’s critical to be transparent with all applicants by informing them what type of background check will be used in the decision-making process.
Allow Candidates to Clear Up Misinformation on Screening Results
Although screening processes are trusted to provide accurate information, some details obtained can be incorrect. For example, a background check can reveal a criminal conviction without noting that it was recently expunged from their record. Let candidates review the information from the screening as it can help save a great candidate that could have been excluded incorrectly.
Use Screening Results to Make an Informed Hiring Decision
Background-screening practices should be looked at as the process of risk assessment. It allows an employer to step away from reading an applicant’s resume and stops them from guessing if someone will be a fit for the role. It’s about uncovering information and other pertinent data to ensure the candidate is being truthful about their experience and credentials. With screening tools, you remove the guess work, so you know you’re able to build an honest team and mitigating risk to protect your company’s reputation.
By implementing screening methods in effort to capture top talent, you’re obtaining complete piece of mind. More importantly, you’re protecting yourself from potential risk, embarrassment, and financial blows. If you follow these steps to streamline your hiring and ensure your candidates are thoroughly checked to be qualified, you’ll be set up for long-term success.