#FIRMDAY 15th October 2015 Manchester - Best practice in people screening programmes

Best Practices in People Screening
Programmes
Mitigating hiring risk whilst ensuring your candidate remains
at the heart of the recruitment process.
Dominic Simpson
Sales & Marketing Director EMEA

The Risks of Recruiting
Hiring the wrong person Losing good candidates
to a bad hiring processes
Proprietary and Confidential — HireRight ® Copyright © 2015. All
Rights Reserved

The Candidate Experience…
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Finding Qualified Candidates Critical in 2015
Note: Based on respondents from 2494 organisations. Multiple choices were allowed. Results total more than 100%.
Where do you plan to invest and improve in 2015?
Proprietary and Confidential — HireRight ® Copyright © 2015. All Rights Reserved

The Importance of the Candidate Experience
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Just How Much Can a Bad Candidate
Experience Cost Your Company?
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Improving the Candidate Experience
1. Make the process simple at every step and use latest tools.
2. Have a well defined screening process tailored to the job profile.
3. For Screening get understanding and engagement from your HR teams.
4. Provide feedback to your candidates.
5. It doesn’t end with the candidate offer…
6. Provide ‘Welcome’ packs.
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The Recruitment Risk…
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Hiring the Wrong Person
 According to PWC the average cost to large firms of a negative CEO exit is
US$1.8 billion in shareholder value.
 Our own research shows that 46% of companies rely on personal
recommendations when hiring for senior positions
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“It takes 20 years to build a reputation and five minutes
to ruin it.
If you think about that you’ll do things differently.”
Warren Buffett
“Reputation arrives on foot and leaves on horseback.”
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More than half of hires have at least one
discrepancy in their background screening
“
But it’s also
workplace safety
you need to
consider
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Measuring the Value of Background
Screening – Workplace Safety. Reoffending
Rates
Arson
Drugs
and
Alcohol
Fraud /
Embezz-
lement
Habitual
Offender
Murder
Other
Misdem-
eanors
Robbery
Sex
Crimes
Theft /
Property
Violence
Candidates Rejected by Security 18 497 24 250 10 116 36 79 118 268
Number Likely Reconvicted * 7 234 10 118 2 49 17 20 64 107
18
497
24
250
10
116
36
79
118
268
41%
47%
42%
47%
21%
42%
47% 25%
54%
40%
0
100
200
300
400
500
600
Return on Investment:
Total potential mitigated
risk / cost: $30.2M
Theft
$120K/case****
[$7.68M]
Fraud/
Embezzlement
$250K/case****
[$2.5M]
Murder
$5.2M/case***
[$10.4M]
Robbery
$49K/case***
[$833K]
Sex
Crimes
$151K/case***
[$3.02M]
Violence
$138K/case**
[$14.77M]
Source Data: Recidivism of Prisoners Released in 1994” (2002)
Workplace Violence: The Legal Costs Can Kill You” (2003)
Murder by Numbers: Monetary Costs Imposed by a Sample of Homicide Offenders” (2010)
Report to the Nations on Occupational Fraud and Abuse” ( 2012)
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The Solution…
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Best Practice to Mitigate Risk
Have a thorough
screening policy in place
balancing risk with a
good candidate
experience
Dedicate time to the
process
Work closely with your
screening provider
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First determine where you are in the process.

Why do we
screen
candidates?
• Balance the need to mitigate risk against the candidate experience – risk factor will
differ by employee type.
• Ensure that local legal and regulatory requirements are met.
• Gain their consent, are there any mystery checks being undertaken already?!
Transparency
with candidates
• Understand why we screen, tell candidates what to expect and how long it will take.
Alert them to the process!
• Examine the role of your Recruiters in briefing candidates. How and what will that
communication look like.
Our Clients Tell Us….
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Technology
• Engage your IT Function as early as possible, especially if integrating with an ATS provider
or your existing platforms?
• Can your candidates access your screening provider’s candidate portal easily, is there
local language support for them if recruiting outside the UK?
• Is your screening process mobile enabled?
• Have you considered all stakeholders (however tenuous the connection)?
Process and
System
Requirements
• Making it as easy as possible for candidates – within the constraints of policy.
• Safe Harbor / data protection. Does your screening provided store their data on local
servers?
• What good looks like:
• Clear and intuitive data entry.
• Clear communications to candidates.
• Minimise candidate contact – ask for the data upfront.
• Don’t ask for the same information twice (or three, or four times…).
• How do you want your business to be billed?!
Our Clients Tell Us…
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Engagement • Is background screening a cultural norm in the locality?
• Have your local HR team bought into the process?
• The “but we’ve always done it this way” challenge.
• Go the extra mile…do you need to visit the local office?
Putting
yourself in the
candidate’s
shoes
• Hold system demos for your Onboarding, Resourcing Specialists and extended HR team
in every location – show them the candidate journey.
• Plan your cutover and deployment with hiring volumes in mind. Don’t coincide with a large
graduate intake.
• Ask your candidates for feedback.
Our Clients Tell Us…
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Best Implementation Practices
1 Single provider. •Total coverage, local understanding
•Ability to globally audit and manage the program
•Decreased risk globally due to a well defined central policy
•Integration with Applicant Tracking System (if desired)
•Global consistency in hiring practices
•Greater bargaining power
2 Phased implementation, large
volume locations first
Immediately decrease exposure to risk by implementing company
locations with highest hiring volumes first.
3 Designate an Executive
Sponsor
Appoint Executive Sponsor to drive the project internally and
mandate compliance with project objectives
4 Implement “position-specific”
checks where possible.
One size doesn’t fit all. Adverse media checks for shop assistants?
5 Define implementation
standards centrally
Set standards prior to location-specific implementations to
minimize the amount of work at the local level and potential
disparities in set up between locations.

Suggested Service Scope
• ID Doc Verification
• Credit Check & Address Verification
• Global Watch List Check
• Criminal Check
Level 1
• As above plus:
• CV Gap Analysis.
• Employment Verification 3 years
• Academic Verification
Level 2
• As above plus:
• Directorship searches
• Adverse Media & Internet searches
• Employment Verification 5 or 10 years
• Professional Qualifications Verification
Level 3

Amgen Case Study
The Challenge The Solution The Result
A manual and
random background
verification process
impacted their ability
to recruit the best
talent.
Engaging HireRight
enabled Amgen to
develop an
automated,
consistent 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
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Thank You
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#FIRMDAY 15th October 2015 Manchester - Best practice in people screening programmes

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