Recruiting? Top Screening Tips for 2016

By OrangeHRM | Published on 5 may. 2016 | minute read

In many talent areas, the job market is tightening.  A positive candidate journey—even when the hire is not made—is important.  Screening techniques and tools are important to keep your recruiting efforts consistent, legal, and productive. OrangeHRM is committed to providing software and mobile solutions for the HR space. Staying compliant is easier with standardized HR tools—along with knowledge of current trends in employment, and even post-employment screening. Let’s take a look at the issues facing hiring managers at the outset of this year:

  • Background checks and banning the black box:  Ongoing conversations about the legitimacy of background checks will get louder in 2016.  As some jurisdictions move to limit use of criminal background history during employment screening, the workforce will see an influx of eligible ex-offenders.  Because of the historically high rate of incarceration in the United States, easing the ability of non-violent ex-offenders to return to the workforce eases some aspects of the labor shortage, and provides needed employment and stability to qualified workers. Along with scrutiny of criminal background checks, expect greater watchdog action on the accuracy of background checks on job candidates.  Late last year, the Consumer Finance Protection Bureau (CFPB) fined two screening companies, General Information Services and, more than $12 million for inaccurate reports on job candidates. In addition—watch for an uptick in background screening of the 1099 workforce, including freelancers, consultants, and independent contractors.
  • Drug screening:  In some parts of the country, use of medical and even recreational marijuana, is legal.  While drug policies were more cut and dried in the past, expect to revisit drug testing and employment policies this year.
  • The role of ATS in data protection:  With the upswing in commercial and institutional data hacks, the role of ATS in brokering and transmitting personal background information on job candidates comes into question.  While ATS modules  and apps offer invaluable recruiting help, concern rises over the potential liability of ATS developers for storing or transmitting information that could be hacked.  Plus, if consent forms for background checks are not carefully completed—who is liable when a background check is hacked, exposing unauthorized personal information?  Sandboxing liability—and ensuring accuracy—of background checks, is bound to increase in 2016.
  • Post-screening and onsite security:  Tragic events in the last year have heightened concern for workplace, and workforce, safety.  While most employers traditionally do not rescreen employees after employment, social media screening, or check-in practices may become more common going forward.  Similarly, offboarding procedures and best practices will also become more structured, and likely better documented.

Use the right tech—and the right screening process—to keep your company marketplace relevant in 2016.  Whether you are a global enterprise, SME, or start-up, OrangeHRM offers flexibility and robust function.  Talk to us when you have questions about the right HR toolkit to serve your organization.