“Month two of my career in screening: One of our dream candidates shows up in a terrorist training camp photo, and the other turns out to be on the ‘FBI’s Most Wanted’ list. I’ve never looked at a CV the same way since!”
When it comes to a great background checking process that’s speedy for candidates, we’re obviously biased. But if you’re looking for a new provider or deciding if you should keep your checks in-house, here are a few things to keep in mind:
HOW TO KEEP YOUR CANDIDATES
You need a solid background checking process — if only so you don’t end up like the person who told us that they ghosted a candidate because they found out he was a serial killer (true story).
IN-HOUSE
3RD-PARTY
• Will you need to hire or train new team members?
• Does the provider charge per check or with a subscription model? • Are there any hidden fees for training or integrations?
Your investment
• What software will you need?
DAVID COLE, HEAD OF REGULATORY AFFAIRS AND POLICY, ZINC
• How much will the tech cost?
• How much time will you save?
• What’s the time investment?
• What options for branding or personalisation are there? • Does the platform make a good first impression on candidates?
Candidate experience
• How will your team prioritise candidate experience? Can they?
• If your hiring grows or slows, will you have to adjust team size? • Do you have the right resources for global expansion, if needed?
• Can the provider flex with your business needs? • Do they have the capacity for all your checks, globally?
Scalability
• Do they have a proven track record of accuracy? • Are they truly automated or just hiding behind a large support team?
Accuracy and efficiency
• How long will it take your team to run checks? • If something goes wrong, what’s the plan to fix it?
Joe’s sunday scaries: having to bin his background checking provider...again
• Does it empower your team?
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DAY EIGHT
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