Several companies follow a series of steps in the hiring process before finalizing a candidate in order to ensure they are making the right offer.
As the economy rebounds, the HR teams gear up for an aggressive recruitment drive in 2016. A whopping 81% staffing leaders plan on increasing their placement budgets in addition to sourcing passive candidates maintaining an average of 87% this year.
While the hiring process usually begins by a telephone discussion followed by personal interviews, recruiters engage in a number of processes to ensure that the company is appointing a wise hire.
Companies are going to unprecedented lengths with background checks of prospective employees as the hiring momentum scales up. Contrary to the conventional routes of verification that was largely limited to senior level hires involving basic searches like verifying education credentials and past employment data, the current trend is getting vastly expanded. Applicants across all levels are critically evaluated since no areas are off-limits anymore. Having faced with severe incidents of frauds, deceits and trickery, corporate firms are increasingly considering the need for pre-employment background screening verification of prospective hires. This process is purely conducted to minimize risks of frauds, thefts, industrial espionage, operation disruptions, reputation damage and property destruction.
[Also read: Fraud Resumes on a rise]
Conventionally, reference checks and online verification on professional networks were the common means to authenticate a candidate before issuing an appointment letter followed by complete verification once they come on board. Since employers wanted the candidate to immediately join in and a lack of complete documentation at the application submission and interview stages encouraged the practice.
The changing trend is largely focusing on a mechanism that allows recruiters to verify candidates before interview stages on their technical skills, identity and social behavior that simplifies the hiring process.
With social media gaining popularity, it is undeniably one of the effective online platforms that allow a host of commercial uses that seemed unimaginable until a few years ago. It may appear off but companies use social media to conduct background checks to screen potential hires. Unrealistic it may seem but one of the most common ways that employers assess a candidate today is to sneak into his FB profile, check his posts, comments and interests attempting to evaluate his potential personality.
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This screening process requires employers to search for available data, aggregate it, analyse it and determine a weighted value from what they found. The social score thus is an automation of this process in an attempt to provide decision-makers with a new type of metric calculated by predetermined, weighted variables.
While many would object since a candidate fitment for a position in an organization cannot be determined by his social media posts, comments and pictures, the reality is that the social networking websites talk a lot about someone’s personality, interests and disposition in general.
Employers are making hiring decisions based on data points available at their fingertips to evaluate a prospective hire. The new wave of technology enables enterprises to access online data and use a social media score of a candidate before appointing him. Verification apps have also made it simpler for employers to perform a quick check on the prospective hires at the initial screening stages to avoid bad hires.