New Report: 2016 HireRight EMEA Employment Screening Benchmark Report

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2016 HireRight EMEA Employment Screening Benchmark Report

With recent research in Harvard Business Review revealing that a bad employer brand costs a company at least 10% more per hire, it’s yet another reason for businesses to focus on improving the candidate experience. It’s no surprise then that this year the perennial challenge of talent acquisition is the top issue being faced by HR teams – along with retaining and developing employees. As many as two-fifths of all companies cite these as their greatest challenges, ahead even of managing costs and growing revenue.

We spoke to HR professionals from across the region to find out the biggest issues they face in 2016. Our newly released 2016 EMEA Employment Screening Benchmark Report outlines the findings and provides practical advice on overcoming the seven biggest business issues of:

  • Finding, retaining and / or developing talent (40%)
  • Regulatory challenges (28%)
  • Risk management (28%)
  • Managing costs (27%)
  • Working globally (22%)
  • Growing revenue (22%)
  • Finding and / or retaining competitive advantage (18%)

The report also touches on a number of key concerns currently rising in importance within the HR industry, including:

  • Using social media during the recruitment process
  • Rescreening employees regularly and at promotion
  • Hiring the right temporary workers

With the majority of EMEA businesses expecting to take on additional staff this year, competition is tough, so download the full 2016 EMEA Employment Screening Benchmark Report now to uncover practical tips on what you can do to face each of these challenges head-on.

HireRight

HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

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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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