We’ve written before about the shift to a candidate’s job market. Recruiting the best talent continues to be tough. But just because recruiting is a challenge doesn’t mean that organizations should be lax in their hiring practices. In fact, one could argue it’s a case for strengthening them.
Case in point: According to the 2016 HireRight Employment Screening Benchmark Report, eighty-eight percent (88%) of companies surveyed uncovered a lie or misrepresentation on a resume that they wouldn’t have discovered if it hadn’t been for the background check process. As such, fifty-two percent (52%) felt that background checks improved quality of hire.
One statistic I found particularly interesting was that only five percent (5%) of survey respondents have a medical marijuana policy. With more states passing marijuana legislation, this is something human resources professionals need to consider – even if your state hasn’t been impacted yet. If you’re looking for a place to start, I hope you’ll check out my post titled “Marijuana 101: What HR Pros Need to Know” with Dr. Todd Simo, HireRight’s Medical Review Officer (MRO.)
There’s lots more info in the full report, you can download a copy on their website. I discovered the report a couple of years ago, and it’s one of my annual must-reads.
Recruiting processes are complex and have lots of moving parts – background checks being one of them. It’s not enough to simply look at labor statistics. Organizations need to consider how all the pieces fit together and adjust their procedures accordingly.1