Hire For Success
“56% of employers have detected employees with bogus credentials and embellished resumés.” CareerBuilder, 2015
Human resource thought leadership is reaching outside of the HR function, working in tandem with leaders to promote organizational growth and industry excellence. HR leaders are investing more in training, improving their workflows, integrating customer experience functions, and creating a compelling employee experience as the war for talent heats up. The vast majority of large scale employers increasingly anticipate more and more competition for suitable talent in the years to come. The potential stressors on the total human resource function will only increase.
Ensuring That the Right Candidate Gets Hired
Human resource professionals are faced with considerable challenges in today’s job market as they navigate through full-cycle recruitment efforts. Today’s trend of turning to external recruiters in an effort to reduce costs associated with hiring (screening, contacting, interviewing, conducting background checks, and verifications) puts the onus on the company-HR department-recruiter relationship putting significant trust and confidence on the recruiter to do the heavy lifting when it comes to verification of suitable applicants.
Organizations have to stay tech-savvy and follow through with their due diligence protocol while navigating through their candidate acquisition process. The HR function must remain proactive and vigilant in their full-cycle recruitment efforts from initial screening and verification to performing accurate reference checks and social media exposure checks.
Reducing Employee Turnover
This blend of verification, engagement and agreeable corporate culture will work to fortify ongoing recruitment efforts, aid in the retention of top talent, lowering turnover and ultimately positively impact the amount spent on human resource management.
Enhances Safety and Security
Recent technological advances have made it much easier for those elements in our global marketplace to forge their credentials and qualifications, including but not at all limited to educational backgrounds, certifications and professional licenses. The risks associated with individuals using such tactics to obtain positions they are not qualified for increases significantly with healthcare regulators and facilities, educational and financial institutions, as well as STEM Authorities.
Diminishes Recruitment Time
A candidate with question marks concerning their credential or credentials can and should be in most cases instantly eliminated. Of course, there are exceptions to this rule. Even if a candidate looks amazing – if it’s too good to be true it usually is – on paper, it’s better to discover critical issues early on. The overall ROI of the Primary Source Verification (PSV) process during the recruitment phase can’t be overstated.
PSV is the verification from the original source of a specific credential (e.g., education, training, licensure) to determine the accuracy of the qualifications.
Just consider the costs. Onboarding requires a significant administration effort along with correspondence involving benefits enrollment, tax forms, and employee handbooks: policy, practice, and procedures to NDAs, arbitration agreements, and so forth. The true investment comes from the time spent engaged in completion of paperwork and other admin aspects associated with onboarding. Now depending on the size of an organization, its talent needs, growth outlook, scale, and employee matriculation, the cost of bringing on the wrong person can be disastrous. Early verification saves time and money.
Primary Source Verification (PSV) Mitigates Legal and Financial Risks
Your organization is fully culpable for any employee brought on board and that goes for consultants and contractors so be wary of getting put in a precarious situation. No organization wants to knowingly or unknowingly put its confidence and representation on the line for an employee that isn’t legally qualified to perform the work they misrepresented themselves to be qualified and required to perform. The bottom line here is that PSV mitigates legal and financial risks and saves organizations substantially with both avoidable and embarrassing legal fees and the potential of attracting bad press.
HR represents a critical gateway to exceptional and verifiable talent acquisition; the gatekeepers of employment privilege. Precise and strategic onboarding of talent allows organizations to entrench their culture and values in a viable talent pool.
Branding and the Power of a Positive Public Image
Verification simply upholds your organizations’ public reputation. Primary source verification has the potential to significantly lower employee turnover. Simply put hiring the right people right from the start is by far the best way to lower turnover. By extensively vetting candidates right from the start, a company can not only ensure corporate fit with management, culture, and practices but comprehensive screening will separate the wheat from the chaff. By doing this your organization demonstrates integrity and unanimity among employees. The PSV process also enhances organizational safety and security.
Peace of Mind
Work can bring together people with various backgrounds, different characters and mentalities, and this very often causes friction or resentment resulting in stress-related disease. Other factors affecting work relationships such as a very demanding workload or uncomfortable working conditions. Worry and lack of confidence in ones’ fellow colleagues can play a massive part in workplace stress. This is where a transparent PSV process can instil confidence and ensure professional accountability among colleagues. And moments are often rewarding and enjoyable. They can be transformative and at the same time a major part of organisational process excellence.