Employment Background Check Blog

Taleo recently honored HireRight with its 2011 Partner of the Year Award, for providing outstanding leadership and cutting-edge solutions to Taleo customers. HireRight’s achievements included integrating with the largest number of new clients on Taleo’s Talent Management solutions in 2010 and also developing the first fully automated I-9 and E-Verify solution for Taleo Onboarding, scheduled for release later this year.

This new integration will enable Taleo Enterprise customers to process I-9 forms online, verify employment eligibility instantly and ensure compliance through Taleo’s Onboarding module. The HireRight I-9 integration is already available on the Taleo Business Edition Recruit and Onboarding modules for small to mid-size customers.

Integrating employment screening yields results

HireRight’s industry-leading pre-integrated solutions have resulted in an unprecedented level of efficiency in the recruiting and hiring process and have made managing employment screening programs on Taleo easier than ever before. In addition to streamlining the hiring workflow, organizations that integrate their background screening services with a talent management platform also see an improvement in the quality of hire.

According to the 2010 Aberdeen Group Research Brief on Employment Screening, the largest improvement in quality of hire was seen by organizations that fully integrate their employment screening and talent management solutions, compared to those with no integration. Satisfaction with screening programs also improved. Organizations with full integration are 79 percent more likely to be extremely satisfied with their background screening program than those without any integration.

Discover other insights and benefits of a fully integrated talent management and background screening program by downloading the complimentary report: Aberdeen Group: 2010 Research Brief on Employment Screening

The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization's compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.

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