HROT January/February 2014 - 22

Candidate Experience
Human error has a greater impact than one might imagine.
" Completing screening manually introduces opportunities for
human error and can cause lengthy delays, which can postpone
a candidates' start time or lead to hiring an unqualified
candidate, putting businesses and customers at risk, " Boyle
warns.
Todd Owens, president and COO of technology company
TalentWise, reports that technology allows HR executives
to collect key documents-like disclosure and authorization
forms-in one place and at one time, eliminating the rekeying
of information and protecting sensitive data. " Information is
validated at the time of entry, ensuring that the data collected
is accurate and meets company standards. This results in a
better candidate experience and less room for error, " he says.
Streamlines processes. The integration of background screening
with an ATS eliminates the need to collect data from multiple
systems and essentially pools all the information in one spot.
" This seamless transition from system to system minimizes a
recruiter's need to manage multiple systems or set up reminders
to check on or import/export records, " explains Susan Vitale,
chief marketing officer for SaaS talent acquisition software
company iCIMS.
Orange Tree's Seaton agrees: " For employers that leverage the
technical capabilities of their ATS and background screening
partners, we've seen significant automation of the initiation of
the screening process. Our ATS partners have also been able to
leverage information coming back into their systems from us,
too, like information about the status of a background check
and high-level-result information that allows employers to
do all or most of their work without having to leave the ATS
interface. "
Seaton also notes that some ATSs have the ability to translate
the steps of screening by importance, for example, conducting
a drug test first before moving further in the process. Also, the
technology can be set to make follow-up requests in instances
of annual re-checks or to initiate the pre-adverse action
process.
Donna Ronayne, vice president of marketing for cloud
employee performance management software provider
Halogen Software, also notes that integration makes analyzing
and storing results within the talent acquisition system easier.
Saves time and money. As with many process efficiencies,
automation helps save time and money by eliminating
unnecessary steps. Boyles says, " Integration with ATSs
ensures that the background checking process is initiated and
completed in a timely fashion, while also allowing recruiters
to save time by providing real-time results within the daily
workflow of a single system. "
Owens reports that a key recruiting metric-overall time to
hire-can be improved through integration. " Employers are
tracking the time from requisition to day one. While there is
benefit in tracking the time to complete a specific screening
or onboarding task, data can be used more strategically to
Keys to the Candidate Experience
Todd Owens, president and COO of TalentWise, explains that integrating screening with HR
technology can dramatically improve the candidate experience in several ways. Here's how:
INCREASES VISIBILITY.
Candidates want to
know where they are
in the process. An easyto-use
candidate portal
gives them insight into
the process, gives clear
direction on next steps,
and makes their data
available to them later on.
TAILORS THE EXPERIENCE.
Different employee types need to
be addressed differently. The hiring
experience an hourly employee
receives should be different than
one an executive receives; likewise,
a contractor should have a different
experience from a full-time
employee. Companies are starting
to build these targeted experiences
that are more satisfying for all.
ASSISTS CANDIDATE SERVICE.
This is critical. Candidate
service must be a focus
throughout the hiring process,
and extend beyond the HR
group or hiring manager.
Companies that are successful
can use technology as a point
of service delivery. Millennials
and other groups have a high
service expectation.
[22]
HRO TODAY MAGAZINE
| JANUARY/FEBRUARY 2014
HROT January/February 2014

Table of Contents for the Digital Edition of HROT January/February 2014
