Trust & Verify Candidates with TrustOnDemand™

With the growth of the sharing economy in the country, the need for TrustOnDemand™ is higher than ever, especially in India, where this sharing economy has resulted in a number of job openings, and consequently, an influx of applicants from every corner of the country. It is no easy task for any organization to effectively handle all applications and conduct a thorough employee screening service for each applicant. Even with the help of background screening agencies, it takes around 15 to 20 days for a full and accurate screening. Especially for organizations with high attrition, they find it difficult to extend their hiring process for that long.

This leads to a low background screening percentage in India, putting most organizations at serious risk. In 2015, a mid-sized IT company hired its Indian branch CEO. This person claimed in his resume that he was a graduate of IIT (BHU) and IIM-Ahmedabad. However, his colleagues suspected that there was something not quite right since he could not speak in English properly and lacked managerial and leadership abilities – qualities that are expected from anyone who claims to have such high qualifications. After conducting a thorough background screening, it was found that the candidate was a fraud.

He had previously provided seven different resumes for various other stints, as well as on several portals. Needless to say, he did not graduate from the prestigious institutions as he claimed. This is just one of the many instances where applicants provide false information about themselves in their resume, putting a company at serious risk if not for thorough and on-time background screening. This incident is also an example of the urgent need for TrustOnDemand™ for all organisations across various industries. Had the company had access to employee screening services that could deliver accurate results and build trust instantly, they could have avoided a bad hire and that too, at such a high position.

 

TrustOnDemand™- Changing Background Verification landscape

Often, trust between an applicant and an employer is built implicitly, without having hard facts to support that trust. This is where most organisations, not only in the country but all over the world, make a huge hiring mistake. Maybe, this was not such a huge risk years ago when face-to-face interactions and tangible connections were the norms. But today, in a world where the demand economy and digital interaction make it difficult to know exactly who we are interacting with, TrustOnDemand™ is more necessary than ever.

You need to be able to verify that the people you choose to work with are exactly who they say they are, and confidently base your trust on hard facts. You can’t just dive in head-first with your eyes closed; TrustOnDemand™ is the perfect tool to help you make well-informed choices. It is not just credentials that have to be checked in a background screening but also the public image and media coverage, especially for huge companies.

For example, in the case of Mozilla naming Brendan Eich as its CEO and the subsequent public protest that followed, you can clearly see how employment and education histories are not enough. Even though Eich was the co-founder of Mozilla and created JavaScript, he was staunchly against gay rights, even donating $1000 to support banning gay marriage in California. Various companies, the public, as well as several Mozilla employees, were against this, saying that the CEO’s views were clashing with the company’s vision to help provide an enriching life for all individuals. A few days later, Eich had to step down from his position.

With TrustOnDemand™, using advanced APIs and an online database, one can verify the identity, profile and reputation of an individual, thereby helping companies avoid the issues related to a bad hire as stipulated in the above cases.

HR Technology – Questions to Ask Yourself

HR technology has transformed not just the scope of human resources in the modern world but has changed the way the entire industry works. Well-known software companies, along with specialised HR technology Companies are supplying large organisations with new technology that facilitates all HR functions like background screening, workforce analytics, talent acquisition, and so on, paving the way for a new age of HR technology. In fact, HR technology is so huge that a study by CB Insights, a reputed venture capital database reported that investors all over the world invested over $2 billion in 2016 in HR technology and related platforms alone.

This is a clear indication of just how popular HR technology is across businesses in various industries. If your organisation wishes to keep up with the trend and adopt this new-age technology of human resources, like organisations all over the world do, there are few things you have to understand. First, what exactly does HR technology mean? What does it entail? And secondly, if you wish to buy HR technology, what are the key considerations you have to keep in mind?

 

What is HR technology?

In simple words, HR technology refers to various types of software, as well as hardware components that an organisation uses for facilitating and automating all kinds of human resource functions and activities. It is technology that enables tracking, managing, paying, understanding, informing, finding, remembering and delivering all kinds of benefits to every single employee within an organisation.

HR technology includes every tool that is required to carry out basic HR functions, including background screening, leadership due diligence, time and attendance, talent acquisition and management, benefits administration, employee payroll, employee communications, performance management, data and analytics (D&A), and workforce analytics.

This means that the more employees an organization has, the more complex the HR technology will be. However, with automation, cloud technology, and AI, it makes such processes more efficient and effective, promoting productivity and organizational efficacy. It’s not just huge corporates that have decided to jump on the bandwagon and automate their human resource activities and functions. Even local organizations that have only a small and average number of employees are starting to digitize their business. For such purposes, these small companies usually turn to cloud-based vendors who outsource HR technology Solutions.

 

Key considerations before buying any HR technology

If your organization is considering investing in HR technology, there are certain things to keep in mind so that you can make the absolute best of your investment. Regardless of whether you want HR technology for performance management, employee payroll and benefits or background screening, make sure you consider the following:

  • Will it be profitable in the long run?

First of all, you have to consider if the new HR technology you wish to bring in will actually profit your organization in the long run. This may be in terms of monetary profits, brand reputation or increasing employee satisfaction.

  • Will it actually improve productivity and efficiency?

Secondly, will this new HR technology really improve overall productivity and efficiency? If your human resource functions can be handled pretty well by your current HR system, then maybe it’s wise to not blindly follow trends.

  • Is the entire organization welcoming of this new HR technology?

Introducing such a huge change, especially one that automates and digitizes, is often met with hesitation and disregard from employees. After all, their job is at risk when management introduces such changes. Make sure you navigate these risks carefully and with due consideration.

  • Will the new technology bring about any negative side effects?

You have to think of all the possible negative outcomes should you adopt new HR technology. For example, your company data and employee data might be at risk if the underlying technology is not secure enough.

Also Read:- Buying HR Technology? Here’s What You Should Evaluate First!

The Periodic Table for Background Verification

When it comes to background verification, there are so many different dimensions and aspects of the service that it is impossible for organizations to not identify and mitigate one or more risks. After all, a thorough and exhaustive employee screening service ensures the safety and security of not just employees but the organization itself. At AuthBridge, we strive to make it simpler and easier for all our clients to better understand every aspect of background screening and what it entails. So, to help you comprehend the different services that we offer under background verification, we present a unique and interesting, yet comprehensive representation of all the services related to background verification that help to build trust.

As you can see in our background checks periodic table, we have divided the different services of background screening into six different groups or families, like the eighteen groups or families in the periodic table of elements. All the services that fall into one group or family have similar characteristics, like how each element in a group in the periodic table have similar physical and/or chemical characteristics. For example, Group 1 has services that cater to employers for verifying their candidates/ new hires including identity verification, reference checks, and substance abuse test. Below, we explain each family in detail– what services they constitute and how they contribute to background verification and help build trust.

 

1. Employment Verification

This group constitutes all background verification services that are targeted at employees or potential employees of an organization. They help to ensure that your organization hires only employees with a clean history and pose no threat to your business. Relying on advanced technology and API, these services include Identity verification (Ei), Employment check (Em), Education check (Ed), Address verification (Ea), Litigation database (El), Reference check (Er), Police verification (Ep), Substance abuse test (Es), CV validation (Ec), Global database check (Eg).

 

2. Know Your Customer

This group constitutes all background verification services that can help businesses gather and verify relevant information from their customers. All businesses, especially online businesses that follow the newly implemented eKYC mostly benefit from it. This group includes Aadhaar authentication (Ka), Aadhaar-based eKYC (Kk), PAN Verification (Kf), Voter ID verification (Kp), Passport verification (Kv), Electricity bill verification (Ks), Police verification (Kp), Address verification (Kd), Vehicle registration (Kr), Gas connection (Kg), Water bill verification (Kw).

 

3. Leadership Due Diligence

The third group consists of services that can help organizations make sure that they carry out their leadership due diligence before onboarding anyone for leadership and top management positions. These are advanced solutions targeted at mitigating higher risks associated with senior-level hires. It includes Employment check (Le), Education check (Ld), CV validation (Lc), Address check (La), Comprehensive database (Li), Reference check (Lr), Substance abuse testing (Ls), and Web and media check (Lw).

 

4. Identity Verification

This group consists of identity check services that help organizations make sure that the current employees, as well as the applicants, are exactly who they claim to be. This further helps in mitigating various kinds of security risks.  Identity verification includes Aadhaar authentication (Ia), Aadhaar-based eKYC (Ik), PAN verification (Ip), Passport verification (Is), Driving license check (Id), and Voter ID verification (Iv).

 

5. Due Diligence

All services that fall under this group help business to carry out their business due diligence before making any important decisions that could decide the fate of the organization. For example, making business deals with distributors. It includes checking for Investment (Di), Post transaction risk (Dp), Vendor due diligence (Dv), Franchise due diligence (Df), and Distributor (Dd).

 

6. Aadhaar Enabled Services

The sixth and final group consists of background verification services related to Aadhaar. These include Aadhaar authentication (Aa), Aadhaar-based eKYC (Ak), and Aadhaar-based e-sign (Ae). To know more, book an appointment with one of our experts today. Write to us at communication@authbridge.com

Social Media Background Verification: How’s it Done?

Social media is pervasive and powerful. Globally, more than 2 billion users are on social media networks. In India, more than 250 million people are expected to use social media by 2019 according to data from Statista. This is a huge increase from the current figures of 168 million. The number of active users per month on microblogging sites such as Twitter is a whopping 23 million! With 11% of the world’s Facebook users in India, the power and reach of social media networks is obvious. Millennials spend more than 80% of their time on social media networking, connecting or browsing. With easy access and availability of information, not to mention the visual appeal, social media is the go-to place for news and the most trusted source of information. Social media verification is now the buzz word, particularly for brands that engage in digital marketing and for celebrities.

 

What are social media background checks all about?

Social Media background verification refers to the process of using social media for conducting background checks. This involves analysis of social media posts, information provided on profile and engagement on social media platforms to decipher an individual’s identity, profile and reputation Social media verification enables the building of trust and ensures the authenticity of the social media account.

 

Reference background checks on social media

 Employers increasingly are turning to social media to conduct background checks. According to a study by CareerBuilder, 77% of companies that participated in the study used social media verification before hiring candidates. Close to 70% also conducted background verification on search engines including Google, Bing and Yahoo before hiring candidates.

Employers expect candidates to have an online presence, and indeed this is a requirement for many roles. Another study showed that 60% of recruiters were not likely to invite a candidate for an interview if he or she does not have an online presence. Recruiters look for references and recommendations that are posted on social media professional sites such as LinkedIn. They also look at what others say or think about the prospective candidate and the number of followers.

 

Benefits of social media Verification

Social media background verification has the benefits of providing added trust, security, and authenticity. Having a verified social media account adds further credibility. This is particularly important for brands, celebrities, or individuals who have a huge following. Social media verification helps prevent fraud, wrong representation, or claims and ensures the reliability of the information. Yet, it is easy to dress up or fake personal information on social media channels, which makes it difficult to verify such information. The ease with which false profiles can be created means that there is a lack of authenticity. Recent studies showed false news was retweeted faster and more often than authentic news! Facebook admitted recently that there were 270 million fake accounts on the platform.  Close to 10% of the accounts were duplicates.

 

Is it worth it to seek social media background verification?

Employers now look at deeper levels of background verification through social media. Looking at social media can provide important clues on the candidate’s reputation, behaviour and also on extreme political affiliations if any. Resume frauds are quite common as numerous studies have shown. Social media verification can be an important aspect of a comprehensive background verification process to corroborate or confirm the findings in other checks. While social media information is still vulnerable to be fake and cannot be relied upon in isolation, social media background checks can be used in conjunction with background checks to profile a 360 degree image of an individual before hiring/partnering.

Disruptions in HR Technology Decoded

Globally, technology disruptions are being experienced in every industry and every department. As per CB Insights, there has been a 15% rise in investments in HR technology in the recent times. In the U.S., close to $2 billion has been invested in HR technology. According to CB Insights, human resource management system (HRMS) is where the bulk of this investment is currently.

Other HR technologies including cloud, social media, artificial intelligence, machine learning and mobile technologies too are seeing increased investment. Companies are investing in artificial intelligence in the form of bots to replace humans for customer service and in handling operations in warehouses. Singapore leads the way with bots taking over in a big way in the hospitality industry where they handle everything from food delivery, laundry to greeting customers at the entrance. Experts believe investment in artificial intelligence, robotics and technology will grow in the coming years even as manufacturing and the service industries get more competitive in the days to come.

 

How Robots, artificial intelligence, and machine learning will affect employment?

While there are clear benefits of improved efficiency including reduced turnaround time, reduced need for labor, and cost savings, employment opportunities will see a change in the coming years. While McKinsey’s study found 60% of professions would have a minimum of 30% of functions automated, many reports suggest that more than 50% of jobs in 2022 will be jobs that do not exist today. This means that the HR function will have to be future-ready to be able to handle this change, source talent, train them and retain them- all of this while having to trust the right people.

 

Impact of Technology on HR

With increased investment in HR technology, there is growing adoption of cloud computing, recruitment software, applicant tracking systems, ex-employee tracking, and so on. These technologies are enabling efficient and faster processing of traditionally time-consuming tasks including Background Verification, payroll management, sourcing of resumes, posting jobs, screening resumes, training and development, rewards, and recognition. HR technology investments also relate to video recruiting, video conferencing to train, recruit or interview candidates, wearable technologies at the workplace, and social media recruiting.

 

Engagement

HR technology investments have optimized departmental functions, while also promoting the well-being and health of employees. This is enabled by freeing up their time from routine tasks to learning new skills. Employee engagement is seen as the vital element that contributes to the overall growth and success of a company. Modern technology enables quick surveys after events or milestones to assess the engagement levels of employees.

 

Background verification

Employee screening and background verification are now made instant, thanks to the integration of APIs, machine learning, online databases, and automation. The traditional time-consuming manual checks that did not yield accurate results are now replaced with machine learning software and APIs that provide real-time reliable results. This has led to the creation of the concept of TrustOnDemand

Also Read: TrustOnDemand: Progress Till Date

 

Corporate training

Smart mobile technology has changed the way training needs are identified and delivered. Instead of the old way of herding people into classrooms, training and engagement technology that is driven by artificial intelligence customizes training for each individual based on their needs. AI-driven training is delivered through mobiles, eliminating the need for time and space-consuming training sessions. New learning management platforms are changing the way training is imparted.

 

Attrition management

Cutting-edge platforms such as WorkAttest™ used at AuthBridge optimizes the management of attrition. Advanced exit employee analytics and exit employee verification are some of the tasks made instantaneous by WorkAttest™. This not only minimizes the overhead expenses related to background verification and exit employee analysis but makes it highly accurate as well. In all, Technology is set to transform the jobs of tomorrow. And HR will have to have foresight into the future to be able to support organizations with talent management.

10 Steps to Improve the Candidate Interview Experience

Interviews can be a stressful, nerve-wracking experience for the candidate. They are being assessed to see if they are a fit for the job they want, and this cannot be an easy experience for them. Add to it the entire pre-employment verification process that you as an employer has to go through, and this only makes the candidate more nervous. Even if they do not have anything to hide, it is natural for them to feel anxious. However, an interview does not always have to be an apprehensive experience for candidates.

Using technology and automation, you can make it a more comfortable, smoother and more seamless experience that puts them at ease. It’s not always the best idea to intimidate your candidates if you want to give them a chance to impress you.

So, here are 10 steps to effectively improve your candidate interview experience.

 

1. Provide complete information on the role and the company

The first thing you can do to make your candidate feel at ease is by providing a complete overview of the expectations from the role and background of the company. Right from the reporting structure to the KRAs and the company’s alignment, HR must provide the candidate a clear understanding of what role the candidate play in the organization’s growth and functioning.

 

2. Send them an itinerary the day before the interview

Secondly, to give them an idea of what the interview day would be like, make sure to send them an itinerary the day before. Knowing what to expect will put them at ease, and they can prepare themselves accordingly. Don’t forget to mention your office address and detailed directions to your office. Today, thanks to technology and automation, you can easily send your “location” on platforms like WhatsApp, so candidates can find your office easily. You should also let them know that you will be conducting a background verification and that it’s nothing to worry about.

 

3. Arrange interactive interviews

The interview itself has to be engaging and friendly. It shouldn’t be like a question and answer session, where the candidate feels like he or she is continually interrogated and assessed throughout the session. Instead, converse with them and encourage them to talk. Put what you have gathered in your pre-employment verification to use here.

 

4. Greet them when they reach and assist them

Remember to greet them and acknowledge them once they reach your office and assist them with anything they may need. Make them feel welcome. Your office can make use of an interview management system, which is software that coordinates an interview process. For example, on reaching your office, the candidate can register through fingerprint authentication. The candidate need not fill in registers every time they visit your office. Coordination becomes easy and you can also verify that the candidate who is visiting your campus is the same as one who was meant to be interviewed.

 

5. Let them get a taste of your office culture

One way to make them feel comfortable and welcomed is to expose them to your work culture. Take them for tours around the office to give them a sneak peek of what a typical day looks like and share the company mission and values with them. If during your pre-employment verification, you have found qualities that conflict with your culture, you can let them know.

 

6. Be approachable but know where to draw the line

Always be friendly yet professional in your interactions. Know where to draw the line and be careful not to make them think like they have already bagged the job. Approach them in accordance with the results of your pre-employment verification process.

 

7. Send prompt updates after the interview

After the interview is over, keep them updated on their application status in a timely manner. Don’t take too long to reply to any queries they may have or to let them know they have been accepted or rejected.

 

8. Offer candidates constructive feedback

Remember to provide constructive feedback to your candidates irrespective of whether they have got the job or not. Tell them where you think they can improve and where they are doing great.

 

9. Be open to feedback from candidates

If candidates have any constructive feedback for your company and the interview process, always take them seriously and use them as a means to improve and grow. This establishes you as a trustworthy and open company.

 

10. Convey outcomes through phone calls, not via emails

Candidates take time out to show in person for interviews. Informing them about positive or negative verdicts on their candidature through an email simply won’t do. Call them personally and provide constructive feedback. Just follow these simple steps to ensure that your candidate interview experience is smooth and memorable. Use of technology can take this to the next level of employer branding.

Buying HR Technology? Here’s What You Should Evaluate First!

HR technology is a term that is often used to refer to all kinds of hardware as well as software components used for automation of the HR functions and activities. From employee attendance to background verification, employee payroll, workforce analytics, and more, technology is disrupting the way these process function across workplaces.

In recent years, HR technology adoption by various organizations across industries has seen an exponential rise. In fact, according to reports by CB Insights, a well-known venture capital database, many investors, in 2016, invested more than a whopping $2 billion in HR technology and platforms alone. With such an impressive breakthrough across many industries, you may have considered jumping onto the bandwagon of HR automation.

However, in order to make the most use of HR technology, there are certain things to keep in mind before you buy them. So, whatever your reason is- whether for talent acquisition or background verification, here is a comprehensive checklist for you if you wish to invest in HR technology. They will help you avoid blindly buying products and services that you may regret later.

 

1. Business Impact of HR Technology

First of all, you have to think about all the possible impacts the adoption of HR technology may bring. Technology and automation may have negatives as well. Will it actually increase your company’s efficiency? Will it be accepted or resisted by employees across various departments? Will it bring in monetary profit in the long run? All these are discussed in detail in the following points.

 

2. HR Technology- a Necessity or Aspiring for Future Growth?

Is the HR technology you wish to adopt absolutely necessary in order to resolve a burning issue your organization faces in the present? Or do you wish to invest in it for future growth? If you do not need it right now, it may be better to wait until when you have enough resources and capital.

 

3. Change Management process- What you will have to adopt after integrating HR technology into your organization

The adoption of new HR technology will obviously be a huge change for your organization. The thing with automation is that it almost always leads to the loss of jobs for current employees. If this is going to be the case with you, you may want to consider the change management process you will have to adopt.

 

4. Return On Investment (ROI)

Is this new HR technology really worth the money you have to spend on it? Will it yield a profitable return on investment (ROI)? Do your research thoroughly and carefully consider how much the money equivalent of its benefits are. If it is not really profitable in the long run, you may want to give it a second thought.

 

5. Immediate and Long Term Benefits

Automation of such kind will surely bring a ton of benefits (for example, improving productivity and efficiency), whether direct or indirect, to employees as well as the organization itself. It can even affect your brand reputation. Consider all these first before buying HR technology.

 

6. Underlying Technology and possible side effects

As mentioned before, automation has some negatives too. Therefore, carefully consider how safe and secure the underlying technology is, and if there are any potential side effects that may hurt your company.

 

7. Risks associated with the HR technology and how you can mitigate or correct it

After considering all risks associated with HR technology, the next step is to think about how you can mitigate or prevent such risks or correct them. You may have to introduce changes in your organization for this.

Also Read: The Employee Onboarding & Background Verification Reaction- Technology is the catalyst!

To know more, schedule an appointment with one of our experts today.

Things to Evaluate Before On-Boarding a Background Verification Partner

Background verification is a crucial process for any organisation regardless of the industry they belong to. You should not blindly trust whatever information an applicant has provided in their resume. If it turns out he/she had provided incorrect information at that time, it could create unnecessary problems for the business. Since this person may, in the future, play an integral role in your company if he/she is hired. Therefore, pre-employment check processes are a must in the hiring process.

Just like how you, as an employer, would go to great lengths to prove applicants’ reliability, you should do the same when choosing a background verification partner. In fact, you should be more careful when choosing a vendor to work with for employee screening because, after all, they are the ones who decide which applicants are trustworthy. Therefore, you should always follow due diligence before coming to a decision.

Top 10 questions to take into consideration before choosing a background verification company

Talent Acquisition Personalities & Approach to Hiring

A company is only as good as its employees. Bad hires can cost companies significantly in terms of finance and reputation. Hiring the right people is crucial for business success.

 

Role of talent acquisition in effective hiring

Businesses need to give top priority to talent acquisition as hiring the right people is critical to ensuring success in the future. Hasty decisions owing to constraints in time or resources lead to hiring the wrong candidates. Developing and implementing an effective talent acquisition strategy can ensure financial growth and the building of trust in the business.

Wrong hires cost companies billions of dollars in terms of loss of productivity, revenue and for replacement of the wrong hire. The business’s bottom line takes a hit due to the considerable training, staffing costs and the increased risk of errors, thefts, crimes being committed by the wrong hire. Employee background verification is a crucial element of talent acquisition that helps prevent bad hires and mitigate risks related to insider threats and employee frauds.

 

How different talent acquisition personalities determine their approach towards background verification?

Successful Human Resource managers exhibit these common personality traits that help them optimise recruiting processes with background verification.

Technology savvy: Such HR managers are adept at and comfortable with tech in their area of operations- be it virtual hubs, video conference calls, digital workspaces or background verification-related technology. They are able to leverage and integrate various platforms to speed up background verification and pre-employment screening as well as performance reviews and training. With tech-enabled on-boarding and background verification, HR folks can reduce drop out rates and enhance employee experience with the brand.

Peoples people aka extroverts: Such HR managers have exceptional people skills. They are able to foster and maintain working relationships in the workplace and are great communicators. They are comfortable with all communication forms such as email, social media, face-to-face, phone and others.

Solution-oriented: HR managers who are successful are also skilled at managing conflicts at the workplace and are focused on solutions. Being great negotiators, they work towards solutions with consensus and cooperation.

Business goals: An efficient HR manager needs to be fully aware of the business goals, mission and vision of the company. Going beyond the vision or mission, the HR manager can also identify what motivates employees to work at the organisation.

Gray area explorer: Successful HR managers are able to navigate through grey areas when faced with situations that do not have clear-cut solutions.

Also Read: Bridging the gap between Trust and Talent

 

Importance of background verification in talent acquisition process

Talent acquisition that incorporates a thorough background verification is crucial to hiring the right people. Background verification solutions provider AuthBridge found that in 2017, more than 15% of prospective employees misrepresented information on their resumes. This was a 50% rise YoY. Background verification is a crucial element of recruitment. The lengthy process of pre-employment screening that can take up to 20 days and a high turnover rate makes it difficult for employers to conduct background verification. Rape and crime cases involving drivers, employees of financial institutions, delivery boys have made headlines in the recent times.

The damage to reputation is directly linked to the financial performance of a business as well. Businesses in every industry, be it food, furniture, travel, accommodation or banking, need to conduct comprehensive background verification to protect their reputation and build trust. Talent acquisition is a strategic function & needs full competence and capability to serve as a link between an organisation’s management and its employees.

The successful HR professional recognises how hiring the right employees is critical to the business’s bottom lines as well as for building reputation and trust. Hiring the right candidates is also crucial to customer satisfaction. For successful HR professionals, hiring right by consulting professional employee background verification services is a top priority. This is the assured way to building a safe and secure work environment while ensuring the company’s business goals are met.

Information Management & Background Verification

A document repository is an important part of an organization’s information and knowledge initiatives. In today’s world of global competition, it is essential that a company gets its information management strategy right. Smart companies use a document repository to store and distribute employees’ knowledge, such as best practices or research results, across firms. This has the benefit of enabling employees to reuse information already acquired by co-workers, rather than engaging in expensive, inefficient, and duplicate efforts to reacquire the knowledge on their own.

A document repository can therefore provide companies with a valuable source of competitive advantage, especially in knowledge-intensive industries such as information technology, consulting, and biotech or life sciences.

Also read: The Employee On-boarding & Background Verification Reaction- Technology is the catalyst!

Some common mistakes in Information Management One of the biggest mistakes companies make regarding their information management strategy is the fact that all too often, companies formulate their document repository based on the assumption that structured data represents the majority of the data that will be housed there. In fact, the general rule of thumb is that structured data comprises less than 1/3rd of a company’s total data. The overwhelming majority of a company’s data is found in unstructured documents such as proposals, purchase orders, invoices, employee reviews, and reports.

Since all of these different types of documents are usually stored in many different document repositories, including customer relationship management systems, enterprise resource planning systems and different folders on employees’ hard drives. If the document repository does not have a robust search capability, the ability of information workers to locate a document and incorporate his or her organization’s knowledge base into daily work will be severely hampered. It provides user-friendly and easy-to-implement information system integration by delivering the ability to merge data located throughout your organization.

 Importance of Information Management for Background Screening Companies Information Management is crucial for background verification companies in more ways than one! First, background verification companies handle personal information of candidates – which is crucial and confidential in nature. It is hence, important for background screening agencies to maintain complete data security through implementation of preventive actions like encryption, firewall, antivirus, restricted access and other best practices.

While you zero into a background verification agency, do not forget to check for ISO certifications, especially adherence to ISO 9001 standard for Quality Management and ISO 27001 standard for information security management. Secondly, background verification companies need access to reliable data in shortest possible span to deliver accurate background verification results quickly!

Online Repositories come handy in such context! Employee Talent Repository provides recruitment and employee management solution helps human resource professionals hire, train, and retain the best performer’s knowledge base for each organizational role. The bouquet of checks within background verification looks into every aspect of an employee’s background- address, educational qualifications, employment, and so on. These checks demand for a continuous interaction among companies for a constant exchange of employee information. Consequently, companies deal with following issues-

• Unproductive man hours; at least one company resource needs to be allocated to respond to verification requests of various companies

• Inefficient management of response tracking

• Continuous follow up in order to get timely response A portal with ex-employee databases of companies across industries is the need of the hour. So, when a candidate with an unpleasant record at one organisation shifts to another organisation, his/her past records will be readily available for the new employer.

Can ex-employee data repository be ‘The’ answer to a faster and more efficient employee screening?

A document repository is a tool employed to capture, organize and store modifiable knowledge and is an important component of knowledge management initiatives in organizations.

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