August 29th, 2024 | Sterling

Employment Screening: Why it’s as Much About the Experience as Safety

Screening and vetting job applicants is an absolute must for many sectors where new recruits may be interacting with members of the public or vulnerable individuals. But even in industries where specific requirements to screen candidates is limited to the basic right to work checks, we’re seeing an increased demand for more robust vetting systems.

A significant contributor to this is the growth in fraudulent activity that today’s businesses are experiencing. That includes the increase in employee fraud which has been steadily creeping up the list of issues that employers need to tackle. With the growth of remote working and the gig economy, the risks that companies are exposed to increases. Ensuring data is protected and customers are safeguarded requires a more modern approach to screening.

However, in this environment and with firms ramping up security in their vetting and rescreening programmes, there’s one crucial element that is at risk of being overlooked: the experience that applicants have.

Keeping candidates front of mind

While processes need to be efficient for the ultimate end-goal of the employer, the investment will simply go to waste if individuals are dropping out because the screening process is inefficient or overly arduous.

Requiring multiple uploads of the same documentation throughout the process or preventing access to real-time updates on the check itself are prime examples of situations which have become a misconception as an expected negative of employment screening and vetting.

In fact, far too few businesses actively place an emphasis on this in the recruitment process. In a recent webinar, we found that just 25% of firms believe that the candidate experience was important when it comes to identity checks. Accuracy was cited as the most critical by 44% of respondents, though just 13% said fraud protection was key.

The reality is that the candidate experience should be at the heart of all screening processes. While the reason for using checks from an employer’s perspective is often compliance-led, success is largely going to be dictated by how well individuals feel the process was handled. It’s important to remember that these applicants are not being paid for their time completing screening information. If there are errors in any systems that require duplication of activities or leave users with a poor experience, then dropout rates are likely to increase.

Using technology and AI tools to benefit all

One of the regularly cited reasons for this limited focus on the candidate experience is a lack of resources or budgets, but I’d argue that in today’s world the progress made in digital and AI innovation eliminates much of these barriers.

With more employers introducing digital identity into their screening plans, the ability to improve the candidate experience is elevated. Digital ID has been designed to simplify everything for the user without reducing accuracy or compliance.

For the applicant, it allows for a streamlined process where they are able to verify their identity with a mobile phone and access files and information all in one place. On the plus side for employers, it reduces the risk of inaccurate data being entered by the candidate amongst other benefits.

It should be noted, though, that for some applicants, navigating digital checks is also challenging. Ensuring that any screening process accounts for all users will be the best way to boost the candidate experience and ensure completion rates remain high.

Building screening around people not processes

Employment checks are far too often deemed a necessary process that require individuals to jump through hoops to complete them, when in reality the opposite is true. It is entirely possible for firms to reduce and eliminate workforce risks while also guaranteeing that applicants themselves have a positive experience. With the economy showing green shoots of recovery, ensuring this underpins employment screening now will be hugely beneficial when hiring activity picks up once again.

This blog was originally published at Professional Security Magazine Online (https://professionalsecurity.co.uk/news/interviews/keeping-candidates-front-of-mind/).

This content is offered for informational purposes only. First Advantage is not a law firm, and this content does not, and is not intended to, constitute legal advice.  Information in this may not constitute the most up-to-date legal or other information.

Readers of this content should contact their attorney or lawyer to obtain advice concerning any particular legal matter.  No reader, or user of this content, should act or refrain from acting on the basis of information in this content without first seeking legal advice from counsel or lawyers in the relevant jurisdiction.  Only your individual attorney or legal advisor can provide assurances that the information contained herein – and your interpretation of it – is applicable or appropriate to your particular situation.  Use of, and access to, this content does not create an attorney-client relationship between the reader, or user of this presentation and First Advantage.