HROT January/February 2014 - 23

Candidate Experience
correlate background information with overall success at the
company, including performance and tenure. "
Greg Dubecky, president of background screening provider
Corporate Screening Services, agrees that integrated screening
can truly elevate measuring program metrics. He says that with
traditional screening, the time-to-delivery metric was measured
from the time the order was placed to when the report was
delivered-with lots of possible delays in between. With
integrated screening, everything becomes more transparent.
" What integrated screening can do is measure each part of the
process so employers can truly understand the efficiency of
their workflow, " Dubecky explains. " For example, a background
check may be initiated by a customer, but if additional
information is required from the candidate in order for the
screening firm to complete the check, integrated screening
using a candidate interface can measure and report on the
time it takes the candidate to respond with that additional
information. "
Some Considerations
Unfortunately a thorn in the side of HR and technology has
always been integration. iCIMS' Vitale advises to have a hard
look at the integration steps-is custom work necessary? What
are the costs?-to determine if it's the right path to take.
" Usually the benefit to integrating technologies is that the
customer receives best-of-breed solutions that 'talk' to each
other, " she reports. " However, if those solutions are not backed
up by a true best-of-breed focus or strong customer service,
integrations can be difficult to troubleshoot and manage. "
SilkRoad's Boyle warns that vendors should be properly vetted
in order to forecast success post integration. " If a vendor
is unprepared, doesn't have the proper infrastructure to
integrate, or doesn't have the resources to support and scale
the project, the integration will be weak, " he says. " Companies
looking to integrate their systems should do thorough reference
checks with vendors and their customers, asking which partners
they recommend, along with how many successful integrations
they've completed to date. "
The decision to integrate screening and HR technology should
be made with consideration of the candidate's experience-
that talent you want to engage throughout your entire hiring
process. " There is nothing worse for candidates than submitting
an application and never hearing back about where it is within
an organization's application process. By having the technology
in place to take in the application, send the applicant's
information directly to the background checking provider, and
receive the results back within the ATS, HR professionals can
communicate to candidates sooner about whether they passed
that part of the process or not, " concludes Vitale.
Improving Compliance
Heidi Seaton, vice president of operations and
compliance for Orange Tree, breaks down why
improving processes around data collection via an ATS
helps maintain compliance when screening candidates.
* BACKGROUND AUTHORIZATION AND DISCLOSURE.
Employers generally don't conduct a background
check on every applicant they consider for a
position; only the applicants that they actually
intend to hire. ATSs are helping employers make
the required disclosures and get the authorization
of only those applicants that they actually intend
to do checks on.
* CRIMINAL HISTORY DISCLOSURE. Some states,
including Rhode Island, Massachusetts, and
Minnesota, now limit when and how an employer
can ask applicants about their criminal history.
New EEOC guidance also encourages employers
to not ask an applicant about their criminal
history on the employment application. This sort
of process-change allows an employer to more
objectively assess the relevance of an applicant's
criminal history, since it becomes known only after
the employer is already knowledgeable about the
applicant's qualifications and experiences.
* SENSITIVE INFORMATION. There is information
that is required for a background report that
does not make sense to ask on an employment
application-an applicant's date of birth,
education history, or references. An ATS allows
employers to still collect the information they
need to do the background check by only doing
it when the time is right. This protects employers
from allegations of age discrimination and it
assures an applicant is comfortable with providing
the information they are being asked to provide,
based on where they are in the hiring process.
For instance, an applicant understandably may
not consent to having a potential employer
contact their current employer at the time that
they fill out their application, but most will
consent to that later in the process, for instance,
after a job offer has been made.
JANUARY/FEBRUARY 2014 | www.hrotoday.com
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HROT January/February 2014

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

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