So, you have a job candidate. Now what?

So, you have a job candidate. Now what?

Blog by Danilio Davila, LPI, RACR, FCRA Basic Certification, Executive Director, GroupOne Background Screening

The talent acquisition and onboarding process may vary from industry to industry. However, once a job is available and the recruiting and sourcing process begins, the assessment and selection process are also underway. Here is a standard talent acquisition guidepost:

1. Sourcing/Recruitment – talent acquisition teams identify possible matches by utilizing skill set, experience, knowledge and ability to meet position requirements.

2. Screening Assessments – the candidate replies to the recruitment and is then assessed by the talent acquisition team if they meet the requirements established. Such assessments measure job-related competencies that align with position expectations.

3. Job Interviews – Several types of interviews are held with candidates, ranging from initial screening carried out by sourcing specialists; to position interviews conducted by hiring officials. Interviews are administered using objective, behavioral-based questions focusing on job expectations and demonstrated evidence of specific characteristics. Questions about a candidate’s age, sexual orientation, religious orientation and gender are not asked in interviews and should not be used when making decisions.

4. Candidate Selection – Once the applications are reviewed, assessments complete and interviews concluded, the talent acquisition team receives input from the hiring officials. A conditional job offer can then be made to the candidate. An offer is made after drug tests and background reports return without adverse information.

5. Background Reports – After the conditional offer is accepted, the candidate is asked to sign a release form that allows the background screening company to begin the collection of information. Reports vary depending on the employer. Components include: criminal history checks (county, state and federal systems); sanctions; motor vehicle licensure; professional certifications or licensures; education verification; and employment verifications. Not all reports contain this range of information. Employers identify the components required for specific jobs.

The background screening company delivers a report that contains the requested information. It does not make a recommendation. If there is a criminal record, inaccurate education dates or unverified employment, the background screening company can only elaborate on the process in collecting the information.

The talent acquisition office must now decide how to proceed with the content of the reports in their hands. If there is a job offer retraction, information from each stage of the process must be included. If rejection is due to the report, the candidate is required to receive an “adverse action notification” from either the talent acquisition team or the background screening company notifying them that information in the report was used in the hiring decision.

Ultimately, the candidate has the right to dispute the report’s findings directly to the background screening company. If the report comes back without adverse information, the hiring process can proceed.

Of course, the process outlined above is an example of how you can consistently provide your company with a qualified and talented workforce. But you should always consult with your legal representation and talent acquisition teams for questions about your company’s own system as, one size rarely fits all.

 

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