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Reference Checks Made Easy

One of the most time-consuming pieces of onboarding can be the process of contacting an applicant’s references. Traditional phone-based reference checking requires finding time to learn more about an applicant. This can also cause delays on when an individual can start a position – leaving room for the possible loss of onboarding good, quality applicants for your organization.

One Source offers a leading reference checking solution to provide you with an online, automated process that delivers fast results. This streamlined process of conducting reference checks makes it easier for both the onboarding professional and the applicant.

How simple is it?

Once the account is set up and you select the questions you wish to ask. Which are either specific to your organization or standard approved questions, your account will be ready.

  1. The applicant and reference information are entered in the solution.
  2. Reference requests are then automatically sent via email or text. This makes it quick and easy for them to respond anytime, anyplace.
  3. The reference completes a short and confidential online questionnaire.
  4. Receive the reference response on a document that will be attached to the report to review.

The process is that simple.

A frequent complaint about reference checking is that applicants select references who will say only positive things about them. This is not the case because the survey allows contacts to respond freely and confidentially. Which encourages the reference to answer more honestly. 83% of all reference providers provide comments on an applicant’s areas of improvement.

Benefits of Reference Checks:

  • Reduce Turnover – Client research results show involuntary first-year turnover can be reduced by over 35%.
  • Increase Efficiency and Cost-Effectiveness – Free up recruiting teams from time-consuming phone-tag, data collection, and reporting tasks – so they can focus on finding great candidates. The solution provides a significant return on investment when you add considerable staff time savings, lower potential turnover costs, and reduce third-party expenses.
  • Enhance Satisfaction of Onboarding Managers – Provide onboarding managers detailed reports showing feedback, candidate summaries, and behavioral interview guides.
  • Convenient, Cloud-based, and Mobile – Makes it easy to get started and for candidates and references to respond anytime, anywhere — even via text messages.

If this service sounds like something you would like to incorporate into your onboarding, watch our recorded webinar, “Reference Checks Made Easy.” We go in-depth on how the reference process works through a demo, along with information on how this service provides you with more data, time, and money compared to traditional references.

Sign up to watch our webinar here! You can also contact the One Source Client Relations Team to learn about our other services to help streamline your onboarding process.

 

How to Personalize Your Background Screening Process

Every organization is unique in their own way. Different organizations have different needs. And that’s no different when it comes to building and maintaining internal teams.

So, shouldn’t your background screening process be made to meet those unique needs? What if you want to screen one position level differently from another position? How do you go about this? The answer: Customizable background screening packages.

Many background check companies offer generic packages with no option to customize your solution. Here at One Source, there are many ways to tailor your screening to what works for you, and the different position levels you hire. Therefore, incorporating services such as drug screening, employment verification, social media searches, and many more make it simple to do so.  Let’s dig into what some of these services offer:

Drug Screening

Are you looking to maintain a drug-free workplace? Whether for safety reasons or something else, adding drug screening can help as you work to maintain a drug-free environment. Drug testing with One Source combines drug testing results into the background check, streamlining the entire employee screening process.

Employment Verification

Employment verification is one of the crucial keys to finding quality. One Source contacts previous employers to verify: dates of employment, wages/salary*, rehire status, and more. Previous employment is the largest source of falsification on applications. That’s why we recommend you utilize this robust service.
*There are some cities, municipalities, and states that do not allow salary verification and/or have strict restrictions that come into play when requesting it.

Social Media Records

Social media screening may seem like a task your HR department can do themselves. But reviewing an applicant’s online presence isn’t exactly the most reliable or ethical way to conduct a thorough and compliant search. The Fair Credit Reporting Act (FCRA) compliant social media hiring report involves a combination of technology and human expert analytics to correctly identify an applicant’s online presence on any publicly available website.

Motor Vehicle Record Search

If your business acquires drivers, a motor vehicle record search might be in your best interest. The information is obtained from the state’s Department of Motor Vehicles (DMV) agency. The report shows information like the issue and expiration date of the license and if the applicant has committed any traffic violations, and if the license is current,  suspended, or revoked.

These are just a few of the many a la carte services we offer to enhance your screening. If you are interested in learning more about other services, check out more on our Solutions Page or reach out to our Client Relations Team.

Don’t forget to connect with us on Social Media, LinkedIn, Facebook, & Twitter.

How to maximize your investment in quality background checks

Nearly every organization hiring or recruiting volunteers utilizes background checks in some way. Applicants and employers alike often see screening as another box to check as they work toward a hiring decision. 

While the ubiquity of background checks is a great sign, many organizations don’t realize their screening process has untapped potential. Background checks drive success when done right and lead to serious difficulties when done insufficiently. 

That’s why background checks should be viewed as an investment in the future of your organization. Thorough, accurate background screenings can help you hire the best candidates with confidence—building your team with people you can trust.

Here we’ll talk about how making the most of your investment in background checks strengthens your company and how you can avoid the hidden costs of inadequate screenings.

Tailor background checks to each job description.

Background checks are an investment in your organization’s growth, so it’s worth it to put thought into how each candidate is screened. Each job description is different with varying expectations—one-size-fits-all screening just isn’t efficient for finding the best candidates.

Go through each department in your organization and determine their screening needs. Some departments may need team members to have clear driving records, while some may need certifications of specific degrees. You can then work with your background check agency to tailor screening protocols to each job opening. At One Source, we offer driving record checks, education verification and more to meet the specific needs of each of your teams. 

By putting careful thought into what each screening includes, you use your resources efficiently and cover all your bases while finding the best candidates.

Work with a screening partner.

Background check agencies offer expertise and assistance you can’t find anywhere else. If your company runs a lot of background checks, you can maximize your time and resources by hiring an agency to help you.

When you work with a partner like One Source, you get background check experts working with you to create a tailored screening policy. You’ll also get reports delivered in a clear layout that makes important information clear. To take tedious tasks like sifting through reports off your hiring team’s plate and make the most of the dollars you put toward background checks, find a screening partner.

Avoid the consequences of inadequate screening.

Organizations invest in high-quality background screenings to ensure they make positive hiring choices for the future. By finding a reputable screening partner and planning an efficient hiring process, you greatly decrease the chance of making a poor hiring choice. Hires who don’t contribute to your organization’s mission increase turnover and hinder your goals. 

The costs of a bad hire outweigh the costs of a well-planned hiring process. Your investment in screenings will ripple across your whole organization and reflect in your dedicated team. To learn more about how quality background checks can help your company, contact One Source’s Client Relations team.

How a background check company can enhance your hiring process

When you need to add another employee to your organization, it creates a lot of work and plenty to consider. You have to write the perfect job description to attract the best candidates, list the job in the right places, filter through resumes and cover letters, schedule interviews and so much more. You have to invest a lot of time and effort to find the best candidate, which can change your organization for the better. But you don’t have to do it alone. The vast majority of organizations include some form of background check for employment. This can be simple and worthwhile by partnering with a background check agency. Background check companies like One Source enhance your hiring process for and make it safer for your clients. See how background check services can streamline your hiring and help you find the ideal candidate.

Get help standardizing your screening policies.

Whether or not you enlist a background check company to help you, your organization must comply with the Fair Credit Reporting Act (FCRA). This act gives several rights to candidates throughout the background check process—including the right to dispute the contents of their background report. If you choose to remove a candidate from consideration because of information in their report, the FCRA mandates you inform the candidate of how you came to your decision through using the Adverse Action process.

A background check agency helps you navigate the FCRA and build a compliant hiring policy that treats all applicants fairly. You don’t have to worry about becoming an FCRA expert because your screening agency has all the knowledge you need.

Screen applicants quicker.

Filtering through and accessing multiple sources on your own can be tedious and confusing. Identifying compliant and verified data can be time consuming and  bogs down the hiring process.

Background screening companies like One Source provide clear, easy-to-navigate dashboards that cut right to the info that matters. You don’t have to spend extra time digging through documents to determine an applicant’s history—all relevant information will be clearly presented. With One Source, you’ll also have access to expert customer service for any questions about a candidate’s report and how to interpret it.

Guarantee quality background checks.

Professional background check providers have developed methods for curating the most accurate and comprehensive reports. One Source offers the TotalCheck service. This includes local, state and federal criminal records; an applicant history check; a sex offender registry check; and a global watchlist report. Additionally, We can also add several other checks, like drug tests and driving history reports, as needed.

A professional screening agency makes certain all of your background checks are accurate and compliant with FCRA. If you perform background checks yourself or use quick online reports, you can’t be sure you’re getting correct information—let alone quality information.

One Source is a dedicated background check partner. We care about you and want enhance your hiring process every step of the way. Learn more about our TotalCheck screening process and how we make hiring simple by contacting our Client Relations team today.

Should social media checks be included in screenings?

Social media offers an accessible, easy-to-navigate database to see someone’s interests, education, employment and personality. These days, it feels almost natural to peruse someone’s social media for an update on their life if you haven’t heard from them in a while. While social media is useful for connecting with those we know personally, the ethics of using it to evaluate potential employees can be murky.

A job candidate’s social media accounts can provide the clearest picture of their true behaviors and personality—and social media screenings can absolutely have a place in the hiring process. However, that screening should not be as simple as letting your hiring manager quickly scroll through a candidate’s profile(s). Social media screenings must be integrated into your hiring process carefully, and we’re here to answer any questions and help you formulate the right policy for your company.

In what situations does social media screening make sense?

Not every job description would necessitate a social media search—for the majority of jobs a pre-employment background check will be sufficient. However, if you’re looking to hire a public relations manager, social media strategist or any other consumer-facing position, taking a peek at their profile(s) would make sense.

Essentially, you don’t need to look into a candidate’s social media if it is not related to the job they applied for. While social media allows for a candid look into the lives of others, it is not always an accurate depiction of their true self. Screen social media profiles only if your team deems it ethical for the vacant position.

Who should conduct my social media screenings?

You hire background check agencies because they can access records that would be difficult for you to find. But with social media, the internet is right in front of you and it isn’t hard to find your candidate’s profiles. However, just because it’s easy for your hiring team to access social media doesn’t mean they should be the ones conducting the screenings.

For compliance reasons, it would be a good idea to outsource your social media screening. Another agency can provide you with an overview of a candidate’s social media that only contains information you can legally consider in your employment decision. If your team comes across personal information like religious beliefs or sexual orientation on a candidate’s profiles, you can claim that information didn’t play into your decisions but you can’t prove it. To avoid any potential discrimination accusations, it might be best to have your background check agency look at social media.

Can I take adverse action based on a candidate’s social media posts?

The short answer is yes. But as with everything about social media, it’s more complex than that. Your organization should already have set guidelines about what would move you to reject an applicant. If a candidate posted something that falls within those guidelines, you may then remove them from consideration and explain why you made that choice.

You can’t take adverse action just because you disagree with something an applicant said online. That could get you into a world of compliance troubles. Treat a social media screening like any other screening and you’ll be able to make compliant decisions.

To learn more about how One Source can help you find the best background check solutions for your organization, contact our Client Relations Team.