If you’re like most employers in Australia and around the world, background screening plays an important role in your hiring process. But what you might not realise is the outsized impact it can have on the candidate experience.
For example, when it’s done wrong, background screening can slow down hiring and leave candidates anxiously waiting, frustrated with unexplained screening delays and complications. In turn, these frustrations can cause good candidates to drop out of the hiring process.
Here, we examine background screening in the context of the candidate experience. You’ll learn what an optimised screen-to-hire process looks like and how it can help deliver a more consistent candidate experience that helps your company attract and hire the best talent.
The gaps in your candidate experience
In Australia’s “unsettled” labour market, employers need every possible hiring advantage. Tight conditions may have candidates on edge about their employment prospects, causing them to jump at their first job offer. Likewise, digitally native Gen Z candidates, who are expected to represent 30 percent of the workforce by 2030, want on-demand engagement throughout the hiring process. Anything less tech-savvy may cause them to lose interest and drop out, or simply avoid an employer altogether.
Knowing this, employers should consider whether background screening has a gap in their candidate experience. Is it slowing down the applicant’s journey to the point that you’re losing good candidates to faster, more nimble companies? Or is it a “black hole” that leaves candidates feeling vulnerable and uninformed, unsure about the status of their background check?
If you answered “yes” or “maybe” to either question, keep reading.
The outsized role of background screening
According to the most recent Global Candidate Experience Benchmark Research Report, APAC employers that provide a standout candidate experience make it a priority to:
- Deliver consistent candidate communication from pre-application to onboarding
- Deliver consistent and fairer screening and interviewing experiences
Both imperatives involve background screening, either directly or indirectly, underscoring its larger role in the applicant journey and overall candidate experience.
To model these best-in-class practises, employers should consider investing in modern, candidate-centric background screening technology. Technology that supports seamless, on-demand engagement. Technology that’s integrated, automated, and user-friendly. Technology that’s purpose-built for security and compliance.
Let’s break this down into practical terms, exploring what this screening technology looks like in real life and how it can facilitate better experiences for candidates and employers.
Create experiences centred on your candidates
Your candidates are busy. Many are already working a job, juggling home life and families, and always on the go. Forcing them to sit down in front of a computer to complete an application and submit a background check, including scanning and uploading forms and identification, is a lot.
On the other hand, most people are glued to their smartphones and never leave home without them. So, doesn’t it make sense to bring the background check to them, wherever they are, via their mobile devices?
That’s why First Advantage created the Next-Gen Profile Advantage platform. It’s digital, mobile-friendly, and integrated to simplify everything. Here’s what that means to you and your candidates.
1. Streamlined, candidate-friendly procedures.
Busy candidates can complete a background screen anytime, from anywhere, on any device—in minutes—using modern, intuitive, mobile-first workflows. Manual tasks like scanning and uploading documents are pared down to a few simple screen taps using multi-lingual enabled electronic forms with e-consent document upload.
2. Improved speed and data integrity through automation.
Powerful automated pre-fill capabilities minimise manual candidate data input and technology helps reduce the likelihood of them submitting a check with missing information. Also, to proactively avoid data input stumbles which can result in hiring delays, it alerts you if fields or forms are incomplete prior to submitting a background check so you can fix them on the front
3. Simplified, yet stronger compliance.
To honour applicants of all capabilities, the Profile Advantage interface was thoughtfully designed with WCAG 2.1AA accessibility and fairness in mind.
4. Robust data security.
Best practice security protocols help protect candidates’ sensitive personal data. Candidates are required to use simple yet effective multi-factor identification to login to begin their background screening profiles.
Background screening is a critical step in the hiring process that can directly impact the candidate experience for the better—or worse. Investing in a more modern approach to background screening is essential for any employer wanting to improve the talent acquisition experience and showcase their strengths to job seekers. Candidates will appreciate your efforts to 1) meet them where they are in their busy lives, 2) streamline the screen-to-hire process, and 3) give them increased control over their background screening process and personal information. In turn, they are more likely to reward you with their time, interest, and continued engagement in every stage of their hiring journey from application through onboarding and beyond.
If you’re ready to build a background screening programme that promotes a better candidate experience, First Advantage can help. For smarter hiring and faster onboarding, contact us today.
