Amid the uncertainty and disruption of 2020, we at the background screening firm Sterling conducted quite 100 million background searches to assist organizations across the world hire safely and attentively to compliance. supported our industry expertise and our clients’ unique hiring needs during these unprecedented times, we’ve been ready to observe the ways in which COVID-19 has changed background screening and verification services — and the way those changes may linger into the longer term .
To that end, here are the five trends we feel are likely to possess the foremost impact on background screening in 2021:
1. specialise in the Candidate Experience
It’s difficult enough to seek out a replacement job during the pandemic. A company’s background screening process shouldn’t create additional obstacles.
A smooth and simplified candidate experience are going to be a top priority for employers round the globe in 2021. Today’s candidates want hiring experiences as convenient, efficient, and speedy because the best online consumer transactions, which includes background checks. Inaccurate screening reports, cumbersome information-gathering processes, and delays caused by outdated technology can cause candidates who’ve already accepted employment offer to reconsider their commitment.
According to CareerArc, 72 percent of applicants will share a nasty hiring experience on sites like Glassdoor, on social media, or directly with family and friends. A study by PwC found that 49 percent of job seekers working in high-demand fields have turned down employment offer because that they had a nasty experience during the hiring process. Employers that simplify and enhance the candidate experience will safeguard their reputations while securing more top talent.
2. biometric identification Takes Center Stage
While always a crucial component of the hiring process, biometric identification emerged as a top priority in 2020 and can still be critical in 2021. The shift to remote work and remote hiring means many employees are now hired and onboarded without ever meeting company representatives face to face . As such, verifying the identity of a candidate may be a vital step within the remote hiring process. during a study by the HR Research Institute and Sterling, 72 percent of organizations said they might consider including identify verification as a part of their screening flows if simple and cheap solutions were available.
Depending on how the pandemic and therefore the vaccine rollouts progress, we’ll likely see spikes in demand for talent in certain sectors. this may necessitate rapid, urgent hiring. But safety should never be sacrificed for speed, nor the other way around . If employers find the proper background-screening tools and services, they will perform due diligence on everyone they hire without slowing down their recruiting processes.
3. Background Checks for Contingent Hires
Amid revenue shortfalls, lower headcount, and inescapable uncertainty, business leaders are focused on the foremost effective plans for survival. A Gartner survey of quite 800 HR leaders revealed that 32 percent of organizations are replacing full-time employees with contingent workers as a cost-saving measure. That number could increase after the pandemic, counting on how economic recovery plays out. As companies rebuild their staffing rosters, they’ll got to incorporate contingent labor into their overall plans so as to restart growth during this challenging environment.
Best-in-class companies apply an equivalent biometric identification , background screening, and onboarding procedures for contingent workers as they use for his or her full-time staff. that creates sense, as many contingent workers have an equivalent level of interaction with coworkers, customers, and therefore the community as full-timers do. Contingent workers will affect your corporate culture and impact the inspiration of trust and safety that you simply have built with employees. From this attitude , the hiring of contingent workers should be treated an equivalent because the hiring of full-time staff.
One thing to notice is speed. Sometimes, organizations cause contingent workers mainly to possess flexibility and therefore the ability to maneuver quickly. As a result, some companies forgo identity and background screening. This is, of course, a big risk, and you ought to know that you simply don’t got to sacrifice safety for speed.
Check out the newest issue of Recruiter.com Magazine for more career advice and recruiting trends:
4. Rescreening, Periodic Screening, and Ongoing Workforce Monitoring
While prehire background screening may be a critical means of managing risk within the workplace, periodic screening and ongoing monitoring can bolster the trouble by ensuring employees still meet the standards set for them as new hires throughout their tenure with the corporate .
A 2020 survey by the Professional Background Screening Association (PBSA) found that 12 percent of companies are now conducting background checks annually or more frequently, compared to 9 percent in 2019. Within the unique workforce landscape of 2021, ongoing screening will leave agility and enhanced safety for remote, on-site, and contingent workers. Workforce monitoring provides how to continuously keep up of employee behavior which will increase risk and liability, like DUIs, assaults, fraud, theft, violence , and more. This approach is right for positions that need significant levels of trust or certification, like those found in healthcare, education, and financial services. it’s also particularly relevant to transportation and fleet services, because it can alert employers to relevant automobile violations.
5. COVID-19 Health Testing
As companies begin returning to their workplaces in 2021, creating a secure office environment will involve COVID-19 testing and vaccine verification for workers who inherit contact with coworkers, clients, and therefore the community. Protecting employees and community members are going to be a top priority for several companies, and testing that follows directives from the Centers for Disease Control and Prevention (CDC) and government guidelines can ensure this priority is met.
Alternatively, ongoing company-wide testing might not add up for all organizations returning to figure . For some, social distancing, wearing masks, and dealing remotely are going to be adequate. COVID-19 testing procedures will vary supported individual company needs, sizes, and budgets.
Current events have brought these five trends into the spotlight. As companies rethink their hiring and retention plans, being conversant in these developments will provide them with a substantial advantage over competitors.
As we glance ahead, it’s important to stay in mind the longer term of background screening and biometric identification . Sophisticated technological enhancements will still advance within the years to return , and organizations must respond agilely to anticipated and unanticipated changes.
This article is for informational purposes only and doesn’t constitute legal advice.
Vincenza Caruso-Valente is that the head of the staffing, retail, and franchise business of Sterling.