Now that we’ve arrived on the other side of 2020, we’ve been looking back at our learnings over the year of the pandemic and developing predictions for the screening industry in 2021. A steep learning curve for many of us, last year highlighted to HR professionals the importance of trusting employees as the workplace became a virtual one. They had to rise to the challenges of deploying company culture remotely. We believe it’s vital to harness available technology, to initiate a positive candidate experience whilst improving company culture.
With these challenges in mind, below we discuss five key factors of the employee screening process that we believe will take precedence for HR professionals.
We Will See a Rise in Social Media Screening Checks.
As the workplace becomes less familiar, talent managers may choose to alternate to new sources of information about prospective candidates. Using social media to assess cultural fit and mitigate reputational risk is no longer a ‘nice to have option’. Increasingly, it’s being seen as a core element of the screening process. We see it as a supplementary service to enhance existing employee screening procedures.
Criminal Record Checks Will Become More Routine.
Last year we saw details of the FCA banning financial services employees who did not meet Fitness and Propriety (F&P) standards. These were personal and non-financial offences.
As we see more space developing between employees and their place of employment, it’s crucial to routinely screen individuals and ensure they are still meeting high standards of character.
Continuous checks encourage a culture where staff take responsibility for their actions and don’t commit misconduct in or outside of the workplace.
Virtual Onboarding Will Become More Creative.
Throughout 2020 we, as an industry, saw the reluctant rise of remote interviewing. Human Resources professionals are having to be more creative than ever in their recruitment processes. Where previously we could rely on body language cues, we’re now looking for signals of a matched cultural fit through the likes of video calls. And our Researchers are working harder than ever to gain previous employer feedback, due to a tide of permanent Out of Office statuses. But, as an extension of our clients’ hiring function, we’re used to remote methods of working!
Internal HR teams are also getting to grips with onboarding remotely, when welcoming new talent. There are new and progressive methods being employed, such as online introductions, virtual fun-days, events in a box, team games and many more, all of which help new starters find their feet and feel comfortable within their teams.
Digital Credentials Will Progress Via Blockchain.
Something that might help delays in gaining verifications from former employers and educators is the advancement of digital credentials. We’re a member of The Velocity Network Foundation, who are working toward making this a real possibility.
The average candidate screening process can still take up to ten days, but innovative blockchain solutions will help to accelerate that.
The Gig Economy Will Become More Reliant on Background Checks.
There’s a necessary element of trust between consumers and on-demand workers in gig economy services. So it’s more vital than ever that businesses understand those who are coming to work for them, and their relative personal and professional histories. Industries relying on casual workers are thriving and such checks can help hiring managers mitigate any risks to their businesses reputations, while meeting safety and compliance requirements.