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Applicant Screening: How to Show Talent You Really Want Them

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Bringing top talent into your organization is a careful dance: on the one hand, you need to know everything you can about an applicant, and on the other, you don’t want to scare them off in the process. The good news is that most job candidates understand the need for screening and background checks, and know there’s far more to their application than just having an interview or filling out an application. Even better news is that done right, screening can actually help to convey your genuine interest in job applicants, and increase their interest in working for your company.

Of course that also means there’s a flip side: done, let’s just say, less than ideally, a screening process can result in alienated candidates who would rather withdraw their application than continue the process. If there are any misunderstandings along the way, clear them up by clarifying process, timelines and expectations. If any kind of strike against an application comes up — from an old credit snafu to a lack of certifications, handle it with discretion and tact. Consideration and clarity go a long way. If it’s a problem of not being qualified but being otherwise promising, a positive approach may place them into a talent pool, where they’re ready to apply for a job they’re more suited for — and a known quantity to your firm.

It’s critical for companies to have a well-designed, thoughtful screening process. Here are five best practices to follow:

  1. Make it mobile-friendly.

Only 20% of companies are deploying their HR and employee productivity solutions on mobile apps. But if there’s a single criteria an organization should make sure it meets, it’s being mobile friendly. Mobile application systems can markedly improve candidate experience, and that certainly includes the screening process. Millennials and Generation Z’rs may well assume they’ll be able to do everything via mobile, and be turned off when they realize they can’t. It may also convey your employer brand as being not quite up to date or tech-forward — given the choice, most younger candidates will opt for a company that is more up to date.

  1. Make it efficient.

60% of potential candidates have quit a job application process because it was too lengthy. If you’re a small to medium or hungry company that is trying to stand out above the fray, there’s a golden opportunity here. Make your application process functional but merciful, if you can. Making it streamlined may not be that simple depending on the position, but as far as not losing candidates in the process, it’s worth considering.

  1. Screen relevant criteria, but leave out the rest.

You want to get a comprehensive report that addresses the concerns and questions related to working both at your company and in the position the person’s applying for. But a hospital and a software company have different criteria beyond security questions, and executive-level is altogether different from entry-level. Outsourcing a background check to a company that conducts generic, one-size-fits-all screening only adds to the candidate’s impression that they’re nothing but a number. It also may not give you all the answers you need to make the right hire.

  1. Don’t leave out contingent or gig workers.

In the latest benchmark report by the veteran screening firm HireRight, 77% of employers polled are projecting organizational growth, and 62% of employers polled are most concerned with finding qualified job candidates. It’s inevitable — and it’s also trending — that a substantial portion of hires may be contingent or temporary workers. For both security and fairness, they should be guided through the same screening and background check process as payroll and permanent employees. 86% of employers are already doing that, according to the report, but those that aren’t are overlooking a potential risk, as well as a strike against their employer brand. It’s not fair to full-time employees who did have to undergo full screenings if they’re working alongside those that didn’t — particularly if they share the same level of security clearance.

  1. Offer applicants an accessible, easy-to-navigate portal.

Candidates should not have to feel like they’re submitting to a mysterious process to do background screening. A navigable, friendly portal is the best way through the process. There should be someone available to answer questions, and if there is unfavorable information, a tactful approach to conveying it. Make sure Fair Credit Reporting Act legal requirements are followed correctly. If a candidate disputes the findings of a report, they should be able to discuss it and an investigation should be made — and resolved quickly. Resentment breeds disengagement quickly, and it may well be all over an error. Which is yet another reason to use a reputable firm with experience.

Even if a company has limited resources, accurate, well-designed screening systems are out there. The best ones help the employer present themselves in their best light — transparent not only about what they need to know to make a good hire, but also the fact that they respect and value applicant’s time and energy. Nothing will drive candidate engagement faster than a positive screening experience. In today’s talent market, it’s the edge you need to hire great talent. Want to learn more?  Watch “7 Steps to a Candidate Experience That Wins You Top Talent” a webinar on demand lead by Meghan. M. Biro.

This article is sponsored by Hireright. Opinions are my own.

Photo Credit: RollisFontenot Flickr via Compfight cc

The Hot Potatoes Of Social Screening

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“The vacant laugh
Of true insanity
Dressed up in the mask of tragedy
Programmed for the guts and glands
Of idle minds and idle hands…”

—Neil Peart (musician and writer)

That’s when I saw the photo — a full view of a man’s naked back severely cut open from multiple slashes of some kind of large knife. Before even knowing the context (and not really caring at first), I cringed and rolled my eyes. I’ve seen a lot of inappropriate images online since I’ve been playing and working in online networks, usually the more social of the bunch like Facebook, Google Plus, Twitter, even Instagram (of course, since that’s where you share photos, and my appropriate share is plentiful).

This one, though, was really offensive, although I didn’t point that out to my friend who shared it, nor did I comment on it at all. I had just been scanning my news feed like I usually do and – smack – there be the gore. The context, which I did take 30 seconds to digest, was a story about a police officer that had been cut up by an assailant (not sure if it was true or not and didn’t take the time to fact check). The slant of the piece was why officers should be allowed to make a split-second decision to shoot an assailant if it’s a life-and-death situation.

My father was an officer and police detective for over 30 years, and he always told me that he’d rather face a “bad guy or gal” holding a gun than wielding a knife, because at least with the gun you knew where it was pointing. One night when I was in high school, my father and mother were leaving one of my football games when he confronted a “high” kid threatening a school official with a knife. My father was off duty and carrying his gun (like he always did), but chose instead to hit the knife-wielder with his camera bag over and over again once the kid attacked. My father was stabbed multiple times and the kid was arrested. Years later the kid-now-adult died in prison from multiple stab wounds.

But that’s not the point of my story.

No, where I’m going with all this is the offensive photo I found in my news feed. And, because of the industry I’m in and the perspective I usually take, I imagined if I were an employer looking at public candidate profiles across social and professional networks as part of my pre-employment screening process, finding these horrible hot potatoes along the way.

The reality is that I don’t have to imagine, since I have sourced, screened and hired multiple positions and team members over the years in my various incarnations, and that includes going online to see what I can find. I mean, where’s usually the first place most sourcers, recruiters, HR folks and hiring managers go today when screening a candidate? We Google them and more, right? And we search for them via social media to see what’s up in the virtual world — even if we don’t admit it (or admit they based hiring decisions on what they find).

The fact is, we can easily find professional or personal information on a job candidate with just a few clicks, and something we talked about in depth on the TalentCulture #TChat Show. However, alongside the ease come real and rising legal risks that employers must be aware of when researching candidates on a social network or through a search engine.

There are certainly both the risks and rewards of screening job candidates online, but understanding the legal considerations facing companies that turn to the Internet to check out job candidates due to privacy, discrimination and accuracy is critical. According to my friends from EmployeeScreenIQ and their The Unvarnished Truth: 2014 Top Trends in Employment Background Checks report (surveyed over 600 individuals representing a wide range of companies):

A substantial portion of respondents (38 percent) search online media for information about their candidates as part of the hiring process. It’s not an insignificant portion, but the vast majority of employers forego this activity. Eighty percent of those who check online sites turn to LinkedIn for information.

Plus, whether or not employers consider Google and other online social and professional network searches “background checks,” the FTC has ruled that some social media data aggregators are, in fact, subject to the same laws as traditional background checks.

Heck, if my friend was a prospective candidate of mine, I would’ve dropped him/her like a hot potato, without question or context. Of course I wouldn’t have documented that decision, since I’m not going to go on the record that I made a potential hiring decision based on what I found online, but nearly 50 percent of those above who said they screen socially drop because of inappropriate photos, and nearly 50 percent are screening via Facebook.

That all said, whether becoming or handling social hot potatoes:

  1. Employees should be much more self-aware of what they share online and why. They should always be vigilant, since they’re always perpetual candidates regardless of role or classification, and no matter how happily employed. Human beings are horrible decision-makers on the average, so making bad judgments of posting graphic photos online because you’re trying to make a point when a future or current employer (maybe one of the nearly 40 percent that won’t like it), or even potential investors if you’re launching your own business, doesn’t matter when they care about or for your point, then you’re forgotten as fast as you posted your point. No longer in consideration. Good luck to you.
  2. Employers should be much more self-aware of their screening processes and who’s screening whom, what, when and where. They should also always be vigilant, since they’re perpetual suitors regardless of the roles or classifications they’re “hiring” for. People are their greatest asset, and their greatest liability. Transparency I believe in, but there’s a reason for privacy and discrimination laws. There are just too many hot potatoes of social screening, so do yourself a favor and underscore your screening process with legitimate pre-employment screening practices that are EEOC, OFCCP and FCRA compliant.

Those acronym hot potatoes will get your company burned otherwise, most likely audited and fined. Then neither of us is in consideration any longer (employee or employer).

Good luck to you. Maybe start using an oven mitt.

About the Author: Kevin W. Grossman co-founded and co-hosts the highly popular weekly TalentCulture #TChat Show with Meghan M. Biro. He’s also currently the Product Marketing Director for Total Talent Acquisition products at PeopleFluent.

photo credit: pirate johnny via photopin cc