22 October

Employment Screening’s Role in Employer Branding

eeCheckBackground Check Trend

Employment Screening’s Role in Employer Branding

The talent war has always been there and nowadays it has been raising to a whole new level when organizations around the world have been investing heavily to improve their candidate experience. Employer branding has also become more important than ever when it comes to the candidate’s decision to join your firm.Now, there is one question in mind, how does employment screening fits in this process? According to our experience in working with new clients, employment screening is often seen as a tedious and lengthy process that creates trouble for the candidate and delays their on-boarding dates.After discussing with different recruiters, we at eeCheck has realized that we will need to take a completely different approach to ensure employment screening would not harm the candidate experience and at the same time add values and contribute to create better employer branding. Below is a list of some of the key points:

  • Understand, Integrate and Streamline the Process: Understand and integrate with the organization’s current talent acquisition process to improve the overall efficiency. In this process, we want to streamline the workflow to ensure we provide service at the fastest available turnaround time.
  • Employment Screening Positioning: Position employment screening as a value-added process to select the best candidates and improve the onboarding process. The job to be done here really is to let candidate understands the importance of employment screening and how it can create a better workplace.
  • Set Clear Expectations: As a trusted advisor, eeCheck consultants always provide guidance for recruiters to provide clear instructions and set expectations for the background check process for the candidates.
  • Communication and Collaboration: Both the recruiter and eeCheck consultants would work and communicate with each other closely at all times. At eeCheck, we view ourselves as an extended arm of our clients in which we represent the brand of our client every time we communicate with candidates, referees or any other stakeholders in the background check process.

I hope the above 4 key insights could inspire and add values to how your team may utilize background screening to add values to your employer brand today!

19 October

Credit Report FAQ: What is a Credit Score?

eeCheckBackground Check FAQ

Credit Report FAQ: What is a Credit Score?

Credit score is a dynamic number calculated by different credit bureaus utilizing their own algorithm that reflect your current credit standing based on your credit history. This might include your current outstanding payment, payment history and credit inquiry history. While the concept is similar, the information contained in the credit report varies across different countries and credit bureaus which in turn affect the algorithm of the credit score calculation.As an example, below is how TransUnion’s credit score calculated in the United States:

  • Payment history: 40%
  • Credit utilization: 20%
  • Length of credit history: 21%
  • Total amount of recently reported balances: 11%
  • New credit accounts are responsible for 5%

Source: TransUnion LLC. – https://www.transunion.com/credit-scoreDo note that the credit score is just a dynamic changing number that reflect the candidate’s current credit standing and it is likely to be changed overtime. For employment purposes, recruiters should consider different information in the credit report that might be related to the hiring decisions and industry compliance needs allowed by the local labor and privacy laws and regulations.

8 October

Candidate’s Role in Facilitating the Background Check Process

eeCheckBackground Check 101

Candidate’s Role in Facilitating the Background Check Process

This is often a myth that the background check process is solely the responsibility of the employment screening firm. Indeed, this is right and not right. As a trust advisor, our consultants would often take a leading role to ensure all stakeholders are taking part and contributing to a successful background check. However, such stakeholder including the HR department and the candidate would need to be ready for the background check.Below is a brief checklist for candidates:

  • Up-to-date referee contact information.
  • Referees informed for eeCheck and the background check that will take place.
  • Completed consent and authorization documents with clear dates and details.
  • Education certificate or license number for specific institutions and authorities.
  • Identity documents and number.
  • Address proof for some specific background checks.
  • Employment letter or proof for some circumstances.
  • List of previously used names.
  • Candidate’s personal contact information that can be reached in a timely basis.

Do connect with eeCheck today to explore other insights that can be shared with your candidates to improve your employment screening process.

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