Conducting Pre-Employment Screening in the New Normal Setup

Looking at providing frictionless approach and options to help service and complete the recruitment process of companies while implementing strict protocols.

The coronavirus disease has taken a staggering toll on communities, businesses, and economy. As unemployment surge, industries and departments started shifting to a new workflow, highly focusing on Human Resource (HR) groups to place measures and standard procedures in the office’s hiring process and new work setups especially those working from home as it highlights the importance and vital role of employment background screening.

As virtual conference calls become more prevalent, storing and keeping data, sensitive information, and confidential files are at high risk as more employees work remotely. Companies in the Philippines started implementing and operating under a business continuity plan to protect employees, and clients from physical contact to help prevent any stakeholder from contracting the virus. Now more than ever, the smooth transition to the ‘new normal’ work setup posts a potential problem especially for companies with weak employment screening procedures and investigation.

Some of the measures and protocols in place that most companies prepared include the creation of a virtual private network (VPN) to ensure data security, providing of individual laptops to employees on work from the home setup for service continuity and standardize service delivery. Given the situation, IT and HR continuously monitor and ensure company-provided tools are used for work purposes only. Likewise, employees that report to work follow strict measures including social distancing and sanitation as most companies ensure the health welfare of employees through health awareness programs and email updates on health declaration.

Efficiently Conduct Employment Screening through Robotics

Outsourcing HR functions particularly the employment background screening process helps reduce administrative workload and saves the department’s time allowing hiring managers to focus on the more important matters aimed at meeting bigger business objectives. Screening isn’t just about weeding out untrustworthy individuals and high-risk workers. It will also evaluate the candidate’s information based on the client’s requirement: Character, Residence, Employment, and Educational Background including reports of Negative Records. On top of the other employment screening services, screening of government identification as well as Directorship Checking and Court Case Verification to complete the service becomes more crucial and difficult as most offices work on limited office schedules and skeletal workforce. Additionally, bank loan exposure files, risk assessment, and presentation of subject-related media releases as part of value-added services will also be beneficial to the hiring manager’s final decision.

The background screening industry may have encountered difficulties around certain unavoidable obstacles as screeners and investigators face challenges in completing their fieldwork and assignments. Fortunately, firms configured ways to place automation, tools, and policies to make the execution of employment screening services possible and faster. Cybervetting and data privacy training are widely conducted to ensure workers, customers, and property are protected, and sensitive information doesn’t fall into wrong hands. HR, Legal, and IT Team of most companies are doing regular weekly and monthly announcements giving out reminders on how they can safely keep and protect confidential information while working from home. Positions like department managers, screening managers, and staff; IT; security personnel; and office supervisors and staff with access to customer and system records should be monitored frequently to avoid a data breach.

Management is tasked with ensuring that such responsibilities are properly assigned and clearly communicated throughout the organization. The use of dedicated portals and dashboards is also in place to secure requests and deliver the report in a timely and secure manner. Robotic process automation (RPA) is extensively used by firms to aid the daily request that involves less or no human intervention at all. Interim reports and disposition periods are maximized to set client expectations on delays and unavailability of some information like education credential verification, court case reports, and work history.

There’s no denying how significant and well should management choose the right partner in conducting an employment screening. In establishing policies and protocols, organizations can show that they place a high value on hiring individuals who possess such integrity and can perform tasks with responsibilities designed to keep their colleagues, partner clients and information safe from the negative forces that have become more prevalent during this trying times.

Tags: CIBI News

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