EmployeeScreenIQ Article Reveals Connection Between Background Checks and Positive Job Candidate Experience

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New white paper from global screening provider helps employers and HR professionals compete for top talent and protect their reputation

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It's so important to explain the entire screening process and be transparent with your policies and practices. A background check can be a scary process for candidates, even those who have nothing to hide.

The best onboarding program in the world can't undo the damage caused by a poorly executed background check. That's the premise behind EmployeeScreenIQ's newest white paper, "Background Screening and the Candidate Experience."

It's common knowledge that a good onboarding program can improve a new employee's engagement and productivity while contributing to a company's performance. In a 2010 study, Aberdeen Group found that organizations with a formal onboarding process saw a 60 percent greater year-over-year improvement in revenue per full-time employee.

Yet employers are only beginning to grasp the importance of the candidate's experience. Written by employment screening authority Nick Fishman, the new paper explains how background checks can directly impact the onboarding process and a company's brand. Filled with valuable insights for employers and HR professionals, the article covers the following topics:

  • Viewing candidates as potential employees, clients, and/or consumers
  • Maintaining transparency with background screening policies and practices
  • The importance of verifying negative information before it's reported
  • Protecting your brand when a candidate disputes the findings of a background check
  • Choosing a screening firm that's dedicated to best practices and compliance

The complimentary paper is available for download at http://www.employeescreen.com/background_screening.asp.

"Looking to the future, employers must prepare for a world where they once again have to compete for the best employees," explains Fishman, chief marketing officer for EmployeeScreenIQ. "Background screening is a critical element of the recruitment, hiring and onboarding process. The consequences of misinformed applicants, poor communication, or mistaken results can be devastating to not only the candidate but also to an employer's reputation."

In recent months, two companies made unwanted headlines when their background check process broke down: a Tennessee man was denied a part-time job when a background screening company determined he had a criminal record and informed his prospective employer. That same month, a Philadelphia man became an "innocent felon" when an erroneous background check mistakenly uncovered a felony possession charge and a 10-year prison sentence.

Both cases were caused by sloppy background checks that didn't take the extra steps to ensure they had identified the right people. Worse, the victims had to pursue their own investigations to uncover the truth and clear their names.

"It's so important to explain the entire screening process and be transparent with your policies and practices," said Fishman. "A background check can be a scary process for candidates, even those who have nothing to hide. This paper is designed to give employers a roadmap for providing the ideal candidate experience."

About EmployeeScreenIQ
Founded in 1999, EmployeeScreenIQ is a Cleveland, Ohio-based employment screening company offering a variety of employment screening services to mid- and large-cap organizations throughout the world, including those in North and South America, Europe and East Asia. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by only one percent of all employment screening companies. For more information, visit http://www.EmployeeScreen.com.

Media Contacts:
Nick Fishman, EmployeeScreenIQ
(847) 564-5410
nfishman(a)employeescreen(dot)com

Elrond Lawrence
Fisher Vista for EmployeeScreenIQ
831-632-2183
elawrence(a)fishervista(dot)com

This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

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