In today’s fast paced hiring environment it is important to ensure that the recruitment process does not get lost in translation, especially when it comes pre-employment screening. Over the years I have seen that background checks are often pushed to the back of the recruitment process. They usually happen after an offer is made. They’re sometimes even delayed until after the candidate has already started the job, which introduces unnecessary risks.
Imagine that multiple candidates are being screened for a single job. This is not to save time, but in the event someone leaves. This sounds very efficient, doesn’t it? What does this mean to the candidates? Cost implications are also important. Even worse, some candidates begin working before background checks have been completed. Business leaders need to take this risk seriously.
The challenge does not end here. Zoom out and look at the process from a higher perspective. How can we distinguish between screening programs for contingent and temporary staff? These programs are often managed by MSPs, RPOs, or neutral vendors. This adds layers of complexity. We are often asked to replicate a permanent screening process for an RPO or staffing firm managing contingents. The apples-to-apples analysis can be complicated, leading to misalignment of programs.
When partners are involved, it’s not unusual to encounter challenges. We may be dealing with partners, partners of other partners, or even a partnership of another partner. The convoluted chain can lead to communication breakdowns and, in the end, a lost process.
The HR tech stack of an organisation is crucial in managing the complexity of permanent and contingent labor. Maintaining efficiency can be achieved through seamless integration with screening partners. When multiple ATSs or technologies are being used, this can cause confusion among hiring managers and recruiters. This results in a bad candidate experience.
The question that arises is: Does the external partner have a background screening program aligned to the company? The process can get lost again in translation. Clients often call us asking that we screen their contingent staff to the same standard as their permanent employees. It’s not always obvious if we are mirroring the program exactly or just making an educated guess.
It’s easy to let things go grey when you use a partner to manage contingent or temporary workers. Ownership and accountability must rest with the business. The company, whether the hires were permanent or temporary must have a strong governance process over the screening through their partners. It’s the company that must manage and enforce its screening program when communication fails.
A misaligned matrix of risk can result in a situation where a company is happy with the screening results but the temporary worker believes the process doesn’t match their expectations. The question is: Does the candidate’s journey reflect what the employer sets and governs?
In an ever-changing world of hiring, screening and technology, it is vital to embrace partnerships via an ecosystem. An ecosystem of partners that is well integrated streamlines processes by combining services and technologies. It offers improved candidate experience, scalability and compliance, as well as global reach. It’s important that companies keep a close eye on their partners and communicate effectively with them to make sure that nothing is lost in translation.
