#firmday oct 22nd london 2015 - best practice in people screening programmes

Best Practices in People Screening Programmes

Dominic SimpsonSales & Marketing Director EMEA


What keeps you awake at night?

Key Recruitment Challenges


1. How to hire the right person

2. Ensuring the hiring experience doesn’t cost you a good candidate

Challenge 1 – How to Hire the Right person.


?What percentage of companies rely on personal recommendations for senior hires?


46%

Challenge 1 – How to Hire the Right person.


?What percentage of senior leaders appointed through M&A are not checked?


49%

Challenge 1 – How to Hire the Right person


?Of the 49%, what percentage of HR Directors were aware of a potential scandal?


34%


More than half of hires have at least one discrepancy in their background screening

Challenge 2 – The Candidate Experience


Finding Qualified Candidates Critical in 2015

Note: Based on respondents from 2494 organisations. Multiple choices were allowed. Results total more than 100%.


The Importance of the Candidate Experience


Just How Much Can a Bad Candidate Experience Cost Your Company?


Improving the Candidate Experience

1. Simple process.2. Well defined screening programme3. Tailor to local cultural expectations.4. Provide feedback to candidates.5. It doesn’t end with the candidate offer…6. Provide ‘Welcome’ packs.


The Solution…


Best Practice to Mitigate Risk

Have a thorough due diligence policy in place balancing risk mitigation and the candidate experience

Dedicate time to the process

Work closely with your due diligence provider


Determine where you are in the process


What Are Your Needs: Four Factors

Top Tips: The Candidate Screening Experience

1. Examine the role of your recruiters in briefing candidates

2. Gain Consent.3. Tell Candidates what to expect and how long it will

take.4. Make sure they can access the provider’s candidate

portal easily and that it’s easy and intuitive to use.5. Ask your candidates for feedback


Top Tips: Background Screening Programme

1. Single Provider

2. Phased Implementation

3. Designate Executive Sponsor

4. Implement “position-specific” checks

5. Define implementation standards


Amgen Case Study

The Challenge The Solution The Result

A manual background verification process impacted their ability to recruit the best talent.

Engaging HireRight enabled Amgen to develop an automated process and speed up turnaround times, helping attract the best talent.

40 hours a week of work

eliminated

Tens of thousands

saved in annual

operations expenses

359% increased

turnaround speed


Questions?


The Untouchables – Protecting your organisations from leadership risk white paper on recruiting leaders. www.hireright.com/emea

Follow us on Twitter @HireRight

Find us on LinkedInA question of Balance – Managing Recruitment Risk www.hireright.com/emea

#firmday oct 22nd london 2015 - best practice in people screening programmes

Recruiting & HR