On-demand Background Verification Services And Solutions

Challenge

Challenge

An end-to-end provider of background verification and employment screening solutions to clients in the financial services and health care industries was converting to a new recruiting platform for their core processing. The project team was focused on implementing a critical new client on the new platform under an aggressive deadline. Yet hundreds of employees criminal record checks, motor vehicle records/driver abstracts, credit checks, verifications of employment, education and credentials under the new platform prior to full conversion. Existing clients were concerned about the impact of the fake employees on the quality of their project.

Solution

As concerns over the background verification grew from both the new client and the existing clients of the marketing firm, it is better to recommend and implement two off-site near-shore Recruiting teams to perform thorough validation of the new technology being developed in employment screening services. This validation Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS) strategy addressed the risk that the new technology might not be able to process all existing clients. By having these two concurrent systems, any incompatibility of client processing between the old and the new technology platforms could be identified while the new technology was still under development.

Result

Running the existing clients Pre Employment Screening, Staff vetting, BPSS Checks, FSA checks, rental credit check, and customer issues between the old and new technologies in handling client information. This will allow the recruitment team to make corrections to the new technologys design prior to having all recruitment completed. This resulted in a major savings in project rework cost and time. Also the online background screening test planning and results review helped to raise the confidence level of existing clients in converting to the new technology.

Time

The very nature of a manual system meant that there was an amount of administrative overhead in background and employment screening services, delivering information quickly, accurately and securely. This coupled with the fact that 43% of those seeking employment misrepresent information on their resume or application, and 8% of applicants have criminal history records this meant it was very difficult for new members to pick up where each project was in the testing process.

Process

By using office tools there was no formal process flow, which meant that often it was difficult to monitor the identity verification and criminal background checks, that are generally recommended for all candidates. In order to overcome these difficulties in social security trace, social media screening, motor vehicle records search, civil searches and workers compensation, significant manual intervention was required. In addition, with the inherent flexibility of office tools it meant that everyone had their own specific way of presenting data, creating inconsistencies throughout the projects.

by: Tarun Kumar

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