U.S. vs. EMEA: In Sync or Oceans Apart in Background Check Practices and Perspectives?

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Based on HireRight’s 2017 Employment Screening Benchmark Reports published by our United States (U.S.) and Europe/Middle East/Asia (EMEA) regions, it appears that more than just a vast ocean separates us.

While we found a number of similarities in background screening practices between these two areas, we also uncovered a number of differences regarding how, why, when and what we verify when conducting an employee background check.

Take a look!

HireRight’s 2017 Benchmark Report – A Trip Around the World

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Our recent benchmark survey formed the foundation for HireRight’s Annual Employment Screening Benchmark Reports, representing responses from thousands of human resources professionals in the United States (U.S.), Europe/Middle East/Africa (EMEA) and Asia Pacific (APAC, including Australia and New Zealand).

The results show strong similarities but also numerous unique perspectives that may be helpful in assessing your individual human capital management programs.

Here are a number of questions we asked with responses from different regions.

10 Best Practices to Improve Onboarding

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The process of welcoming your new superstar into the organization is critical; a poor onboarding experience may compel a new hire to bolt from even the most reputable employer.

To prevent that, make your new employee’s onboarding experience as smooth, welcoming and productive as possible. Here’s how:

2017 Trends in Recruiting via Social Media

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When HireRight published its first Employment Screening Benchmark Report ten years ago, we did not survey respondents about their use of social media. It seems odd now, but a decade ago, social media wasn’t even on the hiring map. That’s changed quite a bit, as we’ve seen in HireRight’s 2017 Employment Screening Benchmark Report. Social media has become part of the fabric of talent management, and a critical one at that. Ignoring it today would be like running job postings exclusively in newspapers, or using only snail mail to correspond with job candidates.

Read more about the impact of social media on the hiring process, and take a look at a number of suggested Best Practices for using social media as part of your hiring program, here.

Blind Recruitment – The Way to Overcoming Bias in Hiring?

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Partiality. Prejudice. Bias.

They’re ugly words in any circumstance. Uglier still even when applied – even unconsciously – by a human resources professional when considering a candidate keen for a job. Yet interviews, even those conducted by the most seasoned, cautious and responsible hiring professional, may inadvertently be tainted by unintended preconceptions.

But what if, in the hiring process at least, we could overcome all of our preconceived notions? What if we could distill the hiring process so we recommend or hire based purely on each candidate’s merits?

Yes, this is a radical notion that flies in the face of standard practices. Yet it could work, and is working, in fact. Read how.