Quick, riddle me this: How many steps does it take to get a job?
As a recruiter, maybe you’ll have a pretty good idea.
So what did you guess? Is it five steps? Seven? 10?
We recently mapped a generic interview journey (assuming an initial phone screen followed by two rounds of formal interviews).
The result may shock you as much as it shocked the recruiters who consulted us throughout the journey.
Have you ever stopped to consider your candidates’ biggest concerns about background verification’s?
Many recruiters are under so much pressure to quickly hire new employees they often don’t have time to think about how their candidate actually feels.
While recruiters generally see it as just another step in the hiring process, the reality is that candidates are often highly anxious, sometimes even terrified, about the upcoming background verification.
Our approach marks a significant shift towards a more empathetic and positive candidate experience.
Now that the school year is over, it’s time to compare your organization’s background checking program to others in the industry. Don’t worry, it’s not cheating!
Read through this infographic to see how you stack up against other educational organizations and how you can improve for the next school year.
Have you ever wondered what it’s like to perform a background check outside the United States?
Not surprisingly, background screening is a very different concept and process in other countries.
As an employer, you might be interested in learning what this undertaking is like in five of the countries in which HireRight commonly conducts checks.
So you’ve determined that you should be conducting background checks, but getting started can be a daunting process.
An Internet search for screening vendors can turn up dozens upon dozens of possible providers – how do you pick just one?
Your most important goal is to engage a vendor that meets your organization’s specific needs.
Here are some things to consider and questions to ask of potential vendors.
Many employers struggle with determining if they’re at a stage where they really need to have a formal policy around employment background checks.
The reality is that most employers, regardless of size or industry, should likely have some sort of policy in place.
That’s because, no matter what type of employer you are, background checks should be conducted lawfully, and consistently – and screening policies go a long way in helping ensure that this happens.
So what are some questions you’ll want to answer as you create and implement a screening policy?
