HRO Today November 2016 - 15
Cover Story
apprised of what's happening with their background
checks, " he says. " You don't want them feeling they
just gave you all of this sensitive information and it
just disappeared into a black hole. Some people focus
only on the obvious costs of background reports, but
[there] are important hidden costs associated with a bad
candidate experience as well. "
Technology Leads the Way
The adoption of consumer-grade technologies by
background screening providers is helping to shape the
candidate experience and is transforming the industry in
other ways as well. The growing use of mobile-enabled
systems, more sophisticated integration with applicant
tracking systems (ATS), and the expanding use of selfservice
candidate portals bring a new level of userfriendliness
and workflow efficiency to the screening
industry.
Technology is allowing organizations to have access to
high-quality background checks that meet compliance
standards with very little paperwork and headache.
" We have to create workflows that are both friendly to
candidates and highly efficient for HR practitioners, "
says Goldberg.
One way to accomplish this: mobile devices. Today's tech
tools allow applicants to fill out screening forms and
provide consent for checks directly from smartphones or
tablets. Applicants are often sent emails or texts to their
mobile devices with links to screening forms. Monahan
says the process creates fewer data-entry mistakes and
wastes less time without having to play phone tag and
access cumbersome PDFs or paper forms.
" When a report comes back, it's mobile-friendly and
employers can set preferences regarding what kind of
format they want those reports in, " Monahan says. " If
hiring managers or recruiters are in a meeting or on the
road and see a red flag on a report, they can take quick
action on it. "
Today's screening technologies also need to be able to
adapt to shifting laws and regulations. An ability to
quickly amend forms and processes to accommodate
those changes and stay compliant is essential.
Compliance Trends and 'Ban the Box'
Amid the emerging developments affecting the
industry there is one constant: The foundation of any
effective screening service is the ability to comply with
an ever-shifting array of federal and state regulations.
Increased oversight from the Equal Employment
Opportunity Commission (EEOC) and the Consumer
Financial Protection Bureau (CFPB), as well as the real
potential for class action lawsuits around employment
screening-against both providers and employers-
make compliance more important than ever.
The federal FCRA, which governs how background
checks must be conducted, requires that screening firms
use procedures to ensure " maximum possible accuracy "
in their reporting.
" Compliance continues to be a big issue in the field, "
says Peopletrail's Davis. " We see more plaintiffs'
bars out there looking for background screeners or
employers to make missteps in complying with FCRA
requirements. "
To protect against such legal actions, HR needs to
leverage compliance experts in the industry who are
paying closer attention to regulatory changes. This will
help organizations ensure that disputes, adverse actions,
or consent processes are addressed in accordance with
federal and state regulations, Monahan says.
The ever-growing " ban the box " movement mandates
the removal of criminal history questions from job
applications, delaying those inquires until after
interviews have been conducted. The law, adopted by
24 U.S. states and hundreds of other cities and counties
around the country, is designed to give ex-offenders
a fair chance at employment by keeping employers
from automatically disqualifying them-the so-called
" knockout punch " -based on a criminal record.
Increased governmental oversight, the changing
makeup of the workforce, and a need to enhance the
candidate experience promise to challenge HR leaders
far into the future. But by leveraging the right blend
of user-friendly technologies, data accuracy, and fast
report turnaround times will help HR meet those
challenges and find the right talent they need.
Dave Zielinski is a Minneapolis-based freelance writer specializing in
talent acquisition and HR technology issues.
NOVEMBER 2016 | www.hrotoday.com
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http://www.hrotoday.com
HRO Today November 2016
Table of Contents for the Digital Edition of HRO Today November 2016
HRO Today November 2016 - 1
HRO Today November 2016 - 2
HRO Today November 2016 - 3
HRO Today November 2016 - 4
HRO Today November 2016 - 5
HRO Today November 2016 - 6
HRO Today November 2016 - 7
HRO Today November 2016 - 8
HRO Today November 2016 - 9
HRO Today November 2016 - 10
HRO Today November 2016 - 11
HRO Today November 2016 - 12
HRO Today November 2016 - 13
HRO Today November 2016 - 14
HRO Today November 2016 - 15
HRO Today November 2016 - 16
HRO Today November 2016 - 17
HRO Today November 2016 - 18
HRO Today November 2016 - 19
HRO Today November 2016 - 20
HRO Today November 2016 - 21
HRO Today November 2016 - 22
HRO Today November 2016 - 23
HRO Today November 2016 - 24
HRO Today November 2016 - 25
HRO Today November 2016 - 26
HRO Today November 2016 - 27
HRO Today November 2016 - 28
HRO Today November 2016 - 29
HRO Today November 2016 - 30
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