Get Started with Hire Well Screening Solutions | We’re in the business of helping companies make smarter hiring decisions. Not all background check companies should be treated equally. Ensures Your Candidate’s Employment Verification Is Accurate
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we have seen how opportunists step in, and out of the industry, to make a quick buck on a service that is often mandatory for companies to participate in. We approach the industry in a much more passionate way. We take pride in what we do, and we aim to use this blog to help others understand why background screening is so important.
No matter what industry your business is in, employees are the lifeblood of any organization. The people who work for your company make or break a business, and making the right hiring decision can be challenging! The wrong hire can cost you significant headaches.
Protect Your Company, & Its Reputation.
Not all workplace crime is caused by a lack of employment verification, but verifying someone’s employment is a crucial step in any background check process. A criminal record, or lying on a job application increases the likelihood of a crime in the workplace or an accident. By verifying that someone is who they say they are, you lower the chances of employee theft, and help to ensure your company’s reputation isn’t at risk.
The wrong hire could damage how others perceive your company, and any business owner knows the importance of your reputation.
Conducting verifications efficiently is a logistical nightmare
If your CRA has a single customer for verifications and a single researcher, you can probably handle verifications internally with relatively good efficiency. But as your client list grows and you take on more employees, the complexity increases by orders of magnitude.
Each end-user demands their own particular calling pattern. (For example, “Call twice on the first day. Wait a day. Then call again — but only in the morning.”) As researchers jump from end-user to end-user, they must be sure to follow these customized requirements or risk the end-users’ dissatisfaction.
A larger research team also calls for careful segmentation to avoid wasteful duplicate efforts. Do you assign callers to end-users alphabetically, or do you devise another scheme to optimize efficiency?
Managing a multi-researcher verifications team with an extensive client list is a massive undertaking that can consume countless hours of administrative overhead— hours that would otherwise be spent on more profitable activities.
Your verifications team rarely operates at full productivity
Assuming you were even able to sort out the logistical challenge of managing a large verifications research team while catering to several end-users’ customization needs, the problem remains that researchers come and go — especially in today’s employment landscape.
Getting a new hire up to full productivity as a verifications researcher can take months, which not only hampers your ability to fulfill your current demand without falling into backlogs but prevents you from scaling up quickly when demand spikes.
Staffing costs more than just salaries
Expanding your verifications team to cover higher volumes doesn’t just mean more paychecks (although, it means that, as well). It means dedicating office space and equipment to your researchers and paying for their benefits.
When your researchers take time off, as they’re entitled to, you must continue paying them while absorbing the productivity loss. And when demand for employment verifications declines, such as during the late-summer lull, you may find yourself paying for more researchers than your volume would normally dictate.
You’re missing opportunities to optimize the verifications process
End-users for employment verification services value two metrics above all: turnaround time and completion rate. Unfortunately, for most small- and medium-sized CRAs, these two metrics seem to be almost entirely in the hands of the mysterious and unpredictable sources that provide employment information.
How many times have your team members called a source repeatedly only to learn when the source finally answered that it was the wrong person all along? How many times have misspelled or vague resume listings tripped up your researchers?
Most CRAs lack the scale and technology to uncover critical insights about the verifications process and act on them. But large-scale background screening data providers have access to these resources.
Here at Hire Well Screening Solutions, we’re constantly pouring through millions of verification data points to answer questions such as:
- When is the best time to call a source to ensure a response?
- How often should we call a source?
- How much time should we leave between calls?
And as we gain insights into particular sources, our state-of-the-art call center technology learns the patterns and uses this new knowledge to improve future calls. One out of every two verification orders we receive is for an employer we have verified at least once before. So, we know exactly which number to call, who to speak with, and what to say.