#firmday 15th october 2015 manchester - best practice in people screening programmes

Best Practices in People Screening ProgrammesMitigating hiring risk whilst ensuring your candidate remains at the heart of the recruitment process.

Dominic SimpsonSales & Marketing Director EMEA

The Risks of Recruiting

Hiring the wrong person Losing good candidates to a bad hiring processes

Proprietary and Confidential — HireRight ® Copyright © 2015. All Rights Reserved

The Candidate Experience…


Finding Qualified Candidates Critical in 2015

Note: Based on respondents from 2494 organisations. Multiple choices were allowed. Results total more than 100%.

Where do you plan to invest and improve in 2015?


The Importance of the Candidate Experience


Just How Much Can a Bad Candidate Experience Cost Your Company?


Improving the Candidate Experience

1. Make the process simple at every step and use latest tools.

2. Have a well defined screening process tailored to the job profile.

3. For Screening get understanding and engagement from your HR teams.

4. Provide feedback to your candidates.

5. It doesn’t end with the candidate offer…

6. Provide ‘Welcome’ packs.


The Recruitment Risk…


Hiring the Wrong Person According to PWC the average cost to large firms of a negative CEO exit is

US$1.8 billion in shareholder value. Our own research shows that 46% of companies rely on personal

recommendations when hiring for senior positions


“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that you’ll do things differently.” Warren Buffett

“Reputation arrives on foot and leaves on horseback.”


More than half of hires have at least one discrepancy in their background screening

“

But it’s also workplace safety you need to consider


Measuring the Value of Background Screening – Workplace Safety. Reoffending Rates

ArsonDrugs and

Alcohol

Fraud / Embezz-lement

Habitual Offender Murder

Other Misdem-eanors

Robbery Sex Crimes

Theft / Property Violence

Candidates Rejected by Security 18 497 24 250 10 116 36 79 118 268

Number Likely Reconvicted * 7 234 10 118 2 49 17 20 64 107

18

497

24

250

10

116

36

79118

268

41%

47%

42%

47%

21%

42%47% 25%

54%40%

0

100

200

300

400

500

600

Return on Investment:

Total potential mitigated risk / cost: $30.2M

Theft$120K/case****

[$7.68M]Fraud/

Embezzlement$250K/case****

[$2.5M]

Murder$5.2M/case***

[$10.4M] Robbery$49K/case***

[$833K]

Sex Crimes

$151K/case***[$3.02M]

Violence $138K/case**[$14.77M]

Source Data: Recidivism of Prisoners Released in 1994” (2002)Workplace Violence: The Legal Costs Can Kill You” (2003)Murder by Numbers: Monetary Costs Imposed by a Sample of Homicide Offenders” (2010)Report to the Nations on Occupational Fraud and Abuse” ( 2012)


The Solution…


Best Practice to Mitigate Risk

Have a thorough screening policy in place balancing risk with a good candidate experience

Dedicate time to the process

Work closely with your screening provider


First determine where you are in the process.


Why do we screen

candidates?• Balance the need to mitigate risk against the candidate experience – risk factor will

differ by employee type.

• Ensure that local legal and regulatory requirements are met.

• Gain their consent, are there any mystery checks being undertaken already?!

Transparencywith

candidates

• Understand why we screen, tell candidates what to expect and how long it will take. Alert them to the process!

• Examine the role of your Recruiters in briefing candidates. How and what will that communication look like.

Our Clients Tell Us….


Technology

• Engage your IT Function as early as possible, especially if integrating with an ATS provider or your existing platforms?

• Can your candidates access your screening provider’s candidate portal easily, is there local language support for them if recruiting outside the UK?

• Is your screening process mobile enabled?

• Have you considered all stakeholders (however tenuous the connection)?

Process and System

Requirements

• Making it as easy as possible for candidates – within the constraints of policy.• Safe Harbor / data protection. Does your screening provided store their data on local

servers?• What good looks like:

• Clear and intuitive data entry.• Clear communications to candidates.• Minimise candidate contact – ask for the data upfront.• Don’t ask for the same information twice (or three, or four times…).• How do you want your business to be billed?!

Our Clients Tell Us…


Engagement • Is background screening a cultural norm in the locality?

• Have your local HR team bought into the process?

• The “but we’ve always done it this way” challenge.

• Go the extra mile…do you need to visit the local office?

Putting yourself in the

candidate’s shoes

• Hold system demos for your Onboarding, Resourcing Specialists and extended HR team in every location – show them the candidate journey.

• Plan your cutover and deployment with hiring volumes in mind. Don’t coincide with a large graduate intake.

• Ask your candidates for feedback.

Our Clients Tell Us…


Best Implementation Practices1 Single provider. •Total coverage, local understanding

•Ability to globally audit and manage the program•Decreased risk globally due to a well defined central policy•Integration with Applicant Tracking System (if desired)•Global consistency in hiring practices•Greater bargaining power

2 Phased implementation, large volume locations first

Immediately decrease exposure to risk by implementing company locations with highest hiring volumes first.

3 Designate an Executive Sponsor

Appoint Executive Sponsor to drive the project internally and mandate compliance with project objectives

4 Implement “position-specific” checks where possible.

One size doesn’t fit all. Adverse media checks for shop assistants?

5 Define implementation standards centrally

Set standards prior to location-specific implementations to minimize the amount of work at the local level and potential disparities in set up between locations.


Suggested Service Scope• ID Doc Verification• Credit Check & Address Verification• Global Watch List Check• Criminal Check

Level 1

• As above plus:• CV Gap Analysis.• Employment Verification 3 years• Academic Verification

Level 2• As above plus:• Directorship searches• Adverse Media & Internet searches• Employment Verification 5 or 10 years• Professional Qualifications Verification

Level 3

Amgen Case Study

The Challenge The Solution The Result

A manual and random background verification process impacted their ability to recruit the best talent.

Engaging HireRight enabled Amgen to develop an automated, consistent process and speed up turnaround times, helping attract the best talent.

40 hours a week of work

eliminated

Tens of thousands

saved in annual

operations expenses

359% increased

turnaround speed


Thank You


#firmday 15th october 2015 manchester - best practice in people screening programmes

Recruiting & HR