subject: How To Improve Retention Rate Through Background Check Services [print this page] It is the process of executing a program or system with the intent of finding fake employees. It involves legal compliance aimed at evaluating reliable background checks or employment screening criminal records that it meets its required results. It is not unlike other physical processes where inputs are received and outputs are produced. Where recruitment differs is in the manner in which it fails. Most physical systems fail in a fixed set of ways. By contrast, Human resource recruitment can fail in many bizarre ways. Detecting all of the different failure modes for recruitment is generally infeasible.
Unlike most industries, most of the checks in backing and finance are trusted by the public to secure their assets, not just protecting confidential information. Human resource team does not suffer from qualified applicants is critical to the success of a small business
Fake candidates will almost always exist in industry with moderate size: not because head hunters are careless or irresponsible, but because the complexity of recruitment is generally complex -- and humans have only limited ability to manage complexity. It is also true that for any complex systems, implementation of employment screening services can never be completely ruled out.
Discovering the fake candidates in company is equally difficult, for the same reason of complexity. Because civil records, credit reports, motor vehicle reports, professional licenses and drug testing checking and any other checking systems are not continuous, testing boundary values are not sufficient to guarantee correctness. All the possible records need to be tested and verified. Exhaustively obviously, for a realistic recruitment team, the complexity can be far beyond the example mentioned here.
A further complication has to do with the dynamic nature of checking programs. If a failure occurs during preliminary checking, the candidate may pass through to company.
Regardless of the limitations, background checking service is an integral part in recruitment. It is broadly deployed in every phase in the human resource cycle. Typically, more than 2% percent of the budget is spent in verification.
