Austin, TX (PRWEB) June 23, 2006
Integrated Screening Partners (ISP) has launched a free employment screening benchmark audit for companies to evaluate their current employment screening provider to ascertain whether they are receiving the appropriate level of service.
Results reveal that most HR professionals are not aware of the tremendous variability of employment screening providers and the benefits that a relationship with a true HR partner can provide. Interested companies can submit their requests to take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge through 2006.
"Today, the majority of firms use some type of screening services, but the difference between a baseline screening provider and a true recruiting partner is analogous to a telegraph and a Blackberry," said Jeff Collins, CEO of Integrated Screening Partners. "Based on our research of over 5,000 employers, 90 percent are missing out on critical services such as regular screening process updates, legal compliance practices and accuracy reporting."
Based on 2006 research, ISP reveals the Top Five (5) Employment Screening Myths:
1. All screens are the same
Every screen should be customized for what is needed – no more and no less. At first glance, many screens seem reliable, but upon further inspection are inaccurate. For example, county level research is the most common search used, but it is based upon an employee’s living history (counties where an individual has lived or worked). If crimes or charges occurred outside the living history the results will not be accurately displayed by most screening providers. Additionally, any crimes committed at the federal level are not captured by state and/or county searches.
2. Accuracy does not vary widely across screening providers
ISP research reveals two common mistakes: 1. Database searches, which many large screening companies employ because they are inexpensive, capture only 50 percent of the needed data because different states have different requirements. Each state has different requirements on what county level information must be rolled up to the state level; i.e. whether to require misdemeanor information. Other states have nine to eighteen month time lapse on reporting. 2. Using wholesale information bought and sold between database and screening providers. There is no adequate quality control methodology when using data from disparate sources.
3. Employment screening does not have a major impact on operating expenses or revenue generation
Baseline screens focus on weeding out criminals, but wider screens, such as employment and education verifications, improve human capital performance because the best indicator of future success is past performance. A true HR partner digs into an organization to identify the best reference points and also checks the verity of the people completing the references.
4. Customer service does not impact quality-of-hire or time-to-fill
The service behind the screen matters. ISP’s philosophy, regardless of its status as an industry leader with 1.7 average turnaround time, is that customer service, dedicated to accurate screens and legal compliance, improves human capital performance. One ISP client found that positioning their drug screens ($20 per screen) in front of the employment screen ($70) for one department led to a cost savings in hiring costs and ensured that hiring manager spent their time on qualified candidates.
5. All providers are data secure and legal compliant
“It would be a wonderful world if security was a non issue,” said Joel Pearson, ISP representative “Many firms in our industry have had security breaches recently. If you are not receiving regular security updates from your provider how do you know they are staying on the cutting edge?”
ISP’s research divulges that HR professionals are paying too much for pre-packaged screening that consists of a database search and an incomplete criminal background check . Further complications result because of a slow turnaround time on education and/or employment verifications. Take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge .
“A true HR partner can make the difference between screening applicants to keep criminals out versus screening applicants so that hiring managers can select their first choice for the position,” said Jeff Collins, CEO of ISP.
Professionals interested in receiving the most from every background screen and from their screening provider should take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge
About Integrated Screening Partners
Integrated Screening Partners (ISP) understands the importance of investing in human capital, and our goal is to provide the essential information required to make the right hiring decisions in the shortest amount of time possible. Our global client list includes Fortune 100, small and midsize companies as well as education institutions and trade associations.
ISP provides a service level that clients were not aware that they were missing. To learn more, contact us for your customized report to help you recruit, hire and retain quality employees.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.
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