Top 6 Employee Onboarding Statistics

These top 6 employee onboarding statistics prove that onboarding matter more than you think!

employee-onboarding-statistics

Building a case for employee onboarding

You probably already know that a successful employee onboarding program helps to improve retention, engagement, satisfaction, and productivity of your new employees.

However, many HR professionals report having some trouble explaining that to their company leaders.

This is why we compiled the list of the most important onboarding statistics!

Use these statistics to back up your case for onboarding and prove why onboarding new employees matter (more than they think!).

Top 6 employee onboarding statistics

We divided the top 6 employee onboarding statistics into 2 main categories.

The first category proves the importance of a well-structured employee onboarding.

The second category proves the benefits of a successful employee onboarding program.

1. Employee onboarding importance statistics

Without (or with bad) employee onboarding:

  1. Companies lose 25% of all new employees within a year (Source: Allied Workforce Mobility Survey)
  2. Up to 20% of employee turnover happens in the first 45 days (Source: O.C. Tanner)
  3. 32% of global executives rate the onboarding they experienced as poor (Source: Harvard Business Review) and replacing each failed executive can cost a business up to 213% of his or her salary (Source: Center for American Progress).

2. Employee onboarding benefits statistics

With a successful employee onboarding:

  1. 69% of employees are more likely to stay with a company for three years if they experienced great onboarding (Source: Society For Human Resources Management).
  2. Organizations with a standard onboarding process experience 50% greater new-hire productivity (Source: Society For Human Resources Management). 
  3. 54% of companies with onboarding programs reported higher employee engagement (Source: Society For Human Resources Management).

 

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3 Quick Tips for Building a Great Employee Referral Program

Learn the ABC’s employee referrals! Check out 3 quick tips for building a great employee referral program.

Why-Some-Employee-Referral Programs-Fail

How to build a great employee referral program?

First of all, you need to be aware that building an effective employee referral program is no picnic.

Sending out an occasional email to your employees and asking them to share your job descriptions will not get you far.

If you want to harness the full potential of employee referral programs, you need to set up a structured employee referral program.

I’ll be completely honest with you here – it will take some time and effort.

However, it is well worth it!

Employee referral program will soon become your best source of hire with the highest return on investment (ROI), thus improving your cost, time and quality of hire!

3 quick tips for building a great employee referral program

Here are the 3 most important  tips that will help you build an effective employee referral program:

Tip #1: Communicate, communicate, communicate!

The key to a successful employee referral program is an effective communication.

You need to establish an open, respectful and timely communication with both of your main target groups: your employees and your candidates.

If you leave any of them in the dark, it is a sure way to sabotage your own employee referral program, hiring success and your employer brand!

Make sure both of your employees and candidates receive timely, personalized updates about any changes in the referred candidates status.

Tip #2: Automate

Make the use of your employee referral program quick and easy both for your employees and your HR team!

Automate your employee referral process with specialized HR software. Modern recruitment software offer many features that can help you automate, fasten and improve the management of your employee referral program.

For example, this software contains employee referral programs email templates that can be automatically personalized and sent in bulks.

These modern recruiting tools also have one centralized dashboard where you can easily track many different openings and referrals. They also offer detailed analytics and create beautiful reports to support your decision-making process.

Tip #3: Motivate

How to motivate your employees to take part in your employee referral program?

First, you need to set clear and transparent rules. The best way to do it is to create an official employee referral program policy.

Then you need to launch and promote your employee referral program.

There are numerous marketing tactics you can use, such as creating a specialized monthly newsletter, printing out employee referral motivational posters, handing out employee referral stickers and hoodies, etc.

Of course, you also need to provide compelling incentives. But don’t worry – you don’t need a huge budget. There are many other clever ways to offer employee referral awards.

Finally, never underestimate the power of saying “thank you”. Having your CEO publicly recognize your referring employees in front of everyone in an all-hands meeting can have the same effect as a financial reward!

Conclusion

This is it! 🙂

Following these 3 tips is guaranteed to help you build a great employee referral program that will help you find qualified candidates and continuously improve your hiring results.  

A Simple Trick for Writing Great Recruitment Content

This simple trick will turn every HR professional into a great recruitment content writer!

Recruitment-Content-for-Every-Step-of-Candidate-Journey

How to write great recruitment content?

Are you a recruiter or an HR professional struggling to figure out how to write great recruitment content?

Are you thinking something like this:

  • “What should I write about? I’m not a writer!
  • I don’t have time to create content…
  • What is content anyway?”

Don’t worry – we’ve got you covered! 🙂

In this article, you will learn a simple, but an awesome trick that will help you create great recruitment content.

A simple trick for writing great recruitment content

If job descriptions are the only piece of recruitment content you have ever written, you might be wondering where to start when it comes to recruitment content…

What should you write about?

You should write about the things that matter to candidates.

Depending on where they are on their candidate journey, candidates will be looking for different type of content.

Let’s’ take a look at the main candidates’ interests at different stages of their candidate journey and some great content ideas that reflect them:

1. Awareness

At this stage, candidates have just become aware of your employer brand.

You need to capture their attention and make your employer brand stand out.

Think along these content ideas:

  • Top employer and best places to work awards, certification and recognition your company received
  • Your company’s experts’ comments on the latest industry trends
  • Your CEO’s inspiring story.

2. Consideration

At this stage, candidates want to know more about your company as their potential employer.

You need to offer them content that highlights your employee value proposition.

Think along these content ideas:

  • Interesting projects your team is working on
  • Interview with your HR manager about the importance of the work-life balance
  • Your employees’ career path stories.

3. Interest

At this stage candidates are trying to figure out is your company the best choice for them.

To attract the right type of candidates, offer them content that showcases your company culture.

Think along these content ideas:

  • Everyday office photos
  • Employee testimonials
  • Photos of your company events.

4. Application

At this stage, candidates have decided to start your application process.

Help them put by offering content that will guide them through it.

Think along these content ideas:

  • Online game/quiz that matches candidates skills with open job positions
  • Job descriptions
  • Application process instructions

5. Selection

At this stage candidates are are going through your selection process.

Help them out by offering content that will help them prepare for your interview.

Think along these content ideas:

  • Interview tips and tricks from your HR team
  • Interview with your recent hire on their candidate experience
  • Your recruiters’ profiles

6. Hire

At this point, you’ve selected the top candidates and they are becoming your new employees.

Create content that will help them prepare for their new role at your company.

Think along these content ideas:

  • Onboarding package
  • Employee handbook
  • New employee welcome video

Now back to you…start writing!

Hopefully, these examples have given you some new ideas and you are now ready to create your own recruitment content! 🙂

Remember, the trick for writing great recruitment content is simple – simply follow candidates in their candidate journey.

 

6 Ways to Optimize Your Job Advertisements

In this blog post, you will learn 6 easy ways to optimize your job advertisement and turn them into a talent magnet.

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Turn your job descriptions into great job advertisements

The problem with job descriptions?

They are basically all the same. They are all written in the same old, boring fashion.

If you want to attract top talent’s attention, you need to turn your ‘plain old job descriptions templates into compelling job advertisements.

In this article, we will show you 6 effective ways to do it!

6 ways to optimize your job advertisements

Here are the 6 ways to optimize your job advertisements:

1. Target your ideal candidates with a precise title

Your job title is the most important part of your whole job advertisement.

The title of your job advertisement is the first thing that most of the job seekers will see.

It is up to the title of your job advertisement to allure the right type of candidates to click on your job advertisement and actually read the whole thing.

The best way to ensure that is to call out your relevant candidates.

You will do that by clearly stating the name, level and location of a position you are looking to fill.

2. Grab candidates’ attention with your first paragraph

Your job title’s role is to attract the attention of your perfect candidates, but it is up to your first paragraph to sell the job.

This paragraph is your unique chance to hook candidates and lure them into reading the rest of your job advertisement.

How will you do that?

Answer the most pressing question buzzing around their head: What’s in for me?

You will do that by concisely presenting the highlights of your Employee Value Proposition.

3. Keep your job advertisement short

Indeed’s research shows there is an optimal length for job content to attract the best
candidates.

Roles with descriptions between 700 and 2,000 characters get on average 30% more applications.

According to Indeed, you should try to:“Strike a balance between providing enough detail in your job advertisements and being concise. You don’t want to overwhelm job seekers with pages of content if a single page is all that’s needed.

4. Use reader-friendly formatting

Format your job advertisement for easy reading.
Write shorter sentences and use simpler phrases. Break down big blocks of text in smaller paragraphs.  Use titles and subtitles. Bold the most important information. Write the job requirements in a form of a list. People love lists! 😊

5. Don’t be boring!

Most of the job advertisements are too formal.

You don’t want your job advertisement to sound a boring business document!

A good practice is to write your job advertisement like you’d say it – to a friend!

Avoid commonly used phrase such as “the successful candidate” or “the ideal applicant”.

Write in the second person – use the word “you” to directly address your candidates.

6. Use a friendly tone of voice

When it comes to the tone of the voice in which your job advertisements should be written, the best practice is to apply your Employer Brand’s tone of voice.

Using your authentical tone of voice in your job advertisement will help you hire the best talent by finding the perfect fit for your company culture.

 

3 Secrets to Reducing Your Employee Churn Rate

Reduce your employee churn rate with these tips.

Replacing an employee can cost as much as 20% of their yearly salary. The higher up their position is, the more expensive it is. That’s because you need to factor in paying recruitment agencies, covering for the vacant position, and the time lost to those responsible for hiring.

A low employee churn rate is key to maximizing your potential and growth.

When you have a lower employee turnover, you can focus your resources on researching and launching new products and services, improving the working environment, and investing in employees’ development instead.

It also boosts your employer brand, which is crucial if you want to win the war for talent. Brands with a strong employer brand lower their cost to hire by 43%.

But how do you reduce your churn rate?

It starts by looking at the employee journey. How can you improve it? What steps can you make to create a more inviting atmosphere for employees whether they’ve been there five weeks or five years?

Let’s take a look at three important parts of an employee’s journey, and how small changes to them can reduce your employee turnover rate.

Plan your onboarding process for early success

Happy employees are loyal employees. To create this sense of loyalty, you need to make them feel valued. This starts from their very first day.

However, not every company manages this – 42% of employees have no computer or device to work from on their first day. Worse, some employees don’t even have a desk on their first day! While this is only part of the onboarding process, it’s an important part of setting your employee up for success, especially when 20% of employees leave within the first 45 days.

Contrast that to the 69% that will still be with a company three years later if they go through a positive onboarding process, and you can see why a good onboarding process is so important.

A negative experience reflects badly on you: it makes you look disorganized, and like you don’t value your employees.

It’s therefore imperative that you you spend time planning the onboarding process for your new employee before they start. Don’t leave it all until the last minute, as you may find that there are some issues – like purchasing new equipment – that will take days, maybe even weeks, to sort.

Also ensure that their company account and logins for any relevant software are set up before they begin. That way, all they need to do on their first day is click to activate their new account. They can then start using the software straight away.

Once they’re all set up, don’t just sit them down and present them with a list of objectives. Include them in the decision-making process. Have some projects ready for them to work on, but listen to them and ask them what they’d most like to work on, too. That way, they immediately feel like their thoughts and opinions are valued.

The objective of an onboarding process is to help the employee get to know the company, its products, and mostly importantly, the culture and their colleagues.

Everyone in the team should be involved in making the new team member feel welcome. This could include scheduling introduction meetings with the new starter, or assigning them a buddy to give them a tour and answer any day-to-day questions.

Group inductions can be intimidating for new starters, so focus on one-to-one sessions instead. This creates more space for the new hire to ask questions.

Efficient scheduling solutions make organizing these one-to-one meetings a breeze, and avoids the risk of two member scheduling a meeting at the same time. Scheduling meetings before someone starts also reduces any awkwardness over the new hire having to approach people to schedule meetings – it’s all there ready for them when they first start.

Invest in training and mentorship

Training and mentorship are crucial parts of an employee’s progress. They can boost their skills and help them to work out which career path is for them.

For mentors and those conducting training, it reinforces their skills. They can even learn from those that they teach. It’s also great networking for everyone – you never know where your next great opportunity will come from.

Despite this, only 44% of companies offer a mentorship scheme.

Mentorship benefits employees at every stage of their journey. Don’t let the fact that someone is already a manager convince you that they already know everything they need to know. No matter how long someone has been managing for, there’s always a new strategy or technique they can try to motivate their team.

Training can be both internal and external, so be open-minded about the best place(s) for employees to build their skills. The best person to train your marketing team may not be someone who’s been there for years – it may be someone who can offer a fresh perspective on your strategy and help you to keep it relevant as algorithms continue to change.

Conduct exit interviews

Exit interviews are an often overlooked but incredibly valuable part of an employee’s journey. They give you the opportunity to examine why employees leave, and identify areas where your company may be failing them. Without this information, you can’t make positive changes to improve the working environment.

Conducting exit interviews using a framework makes it easier for you to quantify results. You can then pick up on reoccurring problems or praise. The more often something is raised, the more important it is to address.

Some questions you could ask include:

  • How employees feel about the working environment
  • What their commute is like
  • What their relationship is like with their manager
  • How well they get on/work with their team

Using this information, you can start discussions with remaining team members about any common threads. You can then make informed decisions about how to better suit employees’ needs and (hopefully) prevent more from leaving for the same or similar reasons.

You can also home in on positive comments that are made, finding ways to further enhance these experiences. For instance, if employees benefit from flexible working hours, you could look into allowing them to work from home if they can’t already. If they like how the team encourages self-development, you could look into courses or events for the team to further develop their skills.

Employees are your business’s biggest – and best – advocates. If they share negative experiences with their social circle it reflects badly on you and may even cause you to lose customers. Leaving them with a positive overall feeling is therefore crucial. Exit interviews are just one part of this. Others include how the rest of the team reacts to their departure, handover periods, and anything else that happens on their final day. While you can’t control all of this, exit interviews help to cement your positive employer brand by showing employees that you care about their wellbeing from the start of their journey with you right through to the end.

When an employee speaks highly of you when they leave, they’re more likely to return for a future position, or even to recommend roles to their friends and family. Since referrals are one of the best ways to hire the right person for the job, this can make a huge difference to your hiring process, and further improving your employer brand.

Conclusion

It’s your responsibility to offer employees opportunities to learn, grow, and be more efficient in their role. Employees will then be more loyal and motivated, and turnover will decrease.

It’s also important to remember that there are many other elements that can impact employee satisfaction. Internal promotions, 360 feedback, and open communications are also key to reducing employee turnover. And don’t forget to make the technology that they need available to them!

These investments and changes to company culture make a big difference. After all, reducing your employee churn rate can be the difference between business growth and stagnation.

Create a better employee experience with calendar sync

Simple, repetitive tasks quickly add up to days wasted every month. This means employees achieve less and businesses don’t grow as quickly as they could.

Discover how automation and calendar sync could save you and your team time (and money!) in our new white paper. Download your copy today!

Source: 3 Secrets to Reducing Your Employee Churn Rate | The Cronofy Blog

Build an Employee Referral Program in 4 Easy Steps

In this blog post, you will learn how to build an effective employee referral program in 4 easy steps!

Employee-referral-program

How to build an effective employee referral program?

Thinking about building an employee referral program for your company?

Congratulations!

You are on your way to find qualified candidates easier, faster and cheaper!  

Employee referral programs can significantly improve your time, cost and quality of hire.

However, to achieve the highest return on investment (ROI) of your employee referral program, you need to build an effective, structured employee referral program.

In this article, you will learn how to do that in 4 easy steps!

4 easy steps for building an effective employee referral program

Here are the 4 steps for building an effective employee referral program:

Step #1: Plan

First, you need to understand and define your hiring needs and resources.
Then you need to set up specific, measurable and time-bound goals.

Finally, you need to allocate all the resources you will need to set up your employee referral program and achieve your goals

Step #2: Design

Make a life a lot easier for your hiring team and your employees by automating your employee referral process. Modern Applicant Tracking Systems have built-in automated employee referral programs.

Next, you need to make the rules of your employee referral program clear, consistent, transparent and fair by setting up an official employee referral program policy that will contain all the rules in one place.

Finally, you need to design an effective employee referral bonus program.

Step #3: Promote

Organize a special event to introduce an employee referral program to your employees or simply have your CEO announce your new program in the regular all-hands company meeting.

To keep your employee engaged, create specialized campaigns to promote your employee referral programs.
Organize employee referral parties, include a note about your employee referral program in your company newsletter, print out employee referral posters, etc.

Step #4: Maintain

Make sure you recognize the effort of your employees and show your appreciation.  

for their contribution to your company. Reward them and celebrate each and every successful hire made through employee referrals.

It is also important to track and measure the results of your employee referral program.

Analyzing your results will also help you discern your best practices and bottlenecks.

4 Companies With the Best Employee Referral Awards

How do successful companies motivate their employees to take part in employee referral programs? Discover the secrets of the 4 companies with the best employee referral awards!

4-Most-Innovative-Employee-Referral-Bonus-Ideas

Employee referral awards: A perk or a necessity?

Let’s make one thing clear – great employee referral awards are not just another, cool perk that big brands use to showcase their Employer Brand.

Great employee referral awards are a necessity if you want to motivate your employees to take part in your employee referral program.

It is not enough to simply setup up a structured employee referral program.

Yeah, you as an HR professional might be excited about your brand new employee referral program because you know it can significantly improve time, cost and quality of hire.

However, your employees won’t share your excitement if you don’t lure them in with some great employee referral incentives!

So what type of employee referral awards work best?

Let’s take a look at the industry best practices.

4 companies with the best employee referral awards

1. Google

Google found out that giving its employees trips to Hawaii is better than offering them a $1M employee referral cash bonuses.

It may not be the first thing that comes to your mind, or even your employees’ mind when you ask them what they would like.

However, according to Google, it is what makes employees happier than cash incentives.

➡️ Key takeaway:

Test out Google’s best practice with your own employees!

Although your company probably can’t afford to send your employees to Hawaii, look or a more affordable trip option you can offer your employees.  

2. DigitalOcean

DigitalOcean launched its new referrals incentive structure in May 2017.

For each referral candidate who is hired, the referring employee received a $3,500 referral bonus in addition to a $1,500 charitable donation paid by DigitalOcean on the employee’s behalf.

The result? By the end of 2017, 40% of DigitalOcean’s new hires have been acquired through referrals.

➡️ Key takeaway:

Structure your employee referral bonuses to serve a good cause.
Instead of offering a cash prize, offer to make a donation to your employee’s favorite charitable organization.

3. Hewlett Packard Enterprise

Instead of focusing solely on great employee referral awards per se, Hewlett Packard Enterprise builds a culture around it.

They regularly organize company events to honor and publicly recognizes employees who refer qualified candidates.

By recognizing their referring employes as “champions” and celebrating their success, this company achieves a greater employee engagement.

➡️ Key takeaway:

Don’t focus only on your employee referral awards and forget to thank your employees for referring great candidates!  Even if their candidate doesn’t end up hired in the end, you should still think of a way to thank them for their time and effort.

4. Distillery

Distillery is a software development company that has struggled to find and attract highly-qualified software developers.

This is why they turned to their current software developers and asked them to recommend great candidates.

Along the way, they discovered that their employees are most motivated when offered new gadgets such as a new iPhone or Apple watch.

➡️ Key takeaway:

There is no universal best type of employee referral bonuses that works for every company and every employee. You need to do your research and find out what works best for your own employees

Looking for more employee referral award ideas?

In this blog post, we presented 4 companies with the best employee referral awards.

Hopefully, they inspired you and helped you come up with great ideas for your own employee referral awards!

Still looking for that perfect employee referral award?
Check out our list of the top 50 employee referral reward ideas!

8 Most Important Employee Referral Statistics

Here is the list of the 8 most important employee referral statistics you should know!

The-ROI-of your-Employee-Referral-Program

What’s all the fuss about employee referral programs?

Employee referral programs have become on of the most popular recruiting strategies for finding qualified candidates.

It has been argued that every company should have an employee referral program.

However, implementing an effective employee referral program is not as easy as posting jobs on job boards.

It takes a significantly greater amount of time and effort.

So is it worth it?

Let’s have a look at the data!

List of the 8 most important employee referral statistics

Here is the list of the 8 most important employee referral statistics:

1. Employee referrals have the highest ROI

  • 82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI). (Source: CareerBuilder)

2. Employee referrals reduce time to hire

  • Referred candidates are 55% faster to hire, compared with employees sourced through career sites. (Source: HR technologist)

3. Employee referrals reduce cost per hire

  • Employee referral programs can save companies $3,000 or more per hire! (Source: Recruiter.com)

4. Employee referrals improve the quality of hire

5. Employee referrals reduce the turnover rate

  • After two years, retention of referred employees is 45% compared to 20% from job boards. (Source: FirstBird)

6. Employee referrals generate more profit

Employees who were hired through referral programs produce 25% more profit for their companies than new hires hired via other sources. (Source: FirstBird)

7. Employee referrals improve offer acceptance rate

Referred candidates are more likely to accept your job offer by a statistically significant 2.6-6.6 percent. (Source: Glassdoor)

8. Employee referrals bonus costs

Does your company have the effective Employee Referral Program?

These statistics build a compelling case for having an employee referral program.

Compared with other recruiting strategies (such as job boards, career sites, etc.), employee referral programs have the highest return on investment (ROI).  

Employee referrals are a great way to improve your time, cost and quality of hire.

If your company still doesn’t have an effective employee referral program, you’re way behind.

But don’t worry, you can get back on track in no time – check out our Guide for setting up an effective employee referral program and start building your own employee referral program today!

8 Quick Tips for Writing Great Job Requirements

Not enough qualified candidates? Too many unqualified applications? You can easily fix this problem by tweaking your job requirements!  Learn how with this great quick tips!

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Improve your job requirements to attract better candidates

Are your job postings (job ads) attracting too many unqualified candidates, and not nearly enough qualified ones?

Before investing a lot of time and money in implementing shiny new recruiting strategies aimed at attracting talent, you should first examine your job requirements.

Job requirements are part of your job ads that state the qualifications and skills necessary for a certain position.

Job requirements should clearly state what an employer is looking for.

That way, potential candidates can know what is required of them before applying.

If they match all the job requirements criteria, it means they are a good fit for a job and they have a chance of actually getting it.

On the other hand, if they don’t match the job requirements criteria, they probably shouldn’t waste their time applying, because they have a little chance of getting the job.  

Thus, by laying out clearly defined job requirements, employers can attract the right of type candidates.

Over or under qualified candidates will be turned away from applying, thus saving employers a lot of time and money in the long run.

How to write job requirements?

Contrary to popular practice, writing great job requirements is more than just copy-pasting the “Qualifications and skills” part of your job description templates.

To write efficient job requirements, you should combine your job description with your candidate persona and choose the most important, key qualifications and skills desired in your perfect candidate.

Tips for writing great job requirements

Here are 8 quick tips for improving your job requirements:

Tip #1: Use bullet points

Improve the readability of your job requirements by listing them in a form of bullet-points.

Tip #2: Keep it short

The best practice is to list no more than 7 bullet points.

Tip #3: Separate must-haves from nice-to-have

You “must haves” should entail only the essential qualification needed to be considered for the job. Separate them from the additional “nice to haves”.

Tip #4: Focus on your candidates

Don’t state your company’s demands. Instead, tell your potential candidates how working at your company can benefit them.

Tip #5: Use everyday language

Use the simple, everyday language and conversational phrases.

Tip #6: Use the right tone of voice

Make sure you use the tone appropriate for your Employer Brand.

Tip #7: Personalize

Your requirements should aim to attract your perfect candidates.

Tip #8: Be specific

Be as specific as you can – avoid vague descriptions and stick with plain and simple wording.

Job requirements: Key takeaways

Job requirements are “must haves” that an employer is looking for in a candidate for a certain job position.
Contrary to popular beliefs, job requirements aren’t just a list of specific qualifications, education, knowledge and skills needed for a particular position.

Job requirements are a great opportunity to showcase your Employer Brand and company culture and attract the best candidates!

6 Useful Tips for Choosing the Best Background Check Service

Choosing the best background service that will perfectly fit your hiring needs becomes easy-peasy when you apply this 6 useful tips.

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The necessity of using a background check service

Even if you are an experienced HR professional familiar with all the tricks for checking the truthfulness of your candidates resumes, there is only one way to prove that your findings are accurate.

It is to use the background check service.

Only certified background check services can guarantee a detailed, current and completely accurate information.

With 23% of job applicants admitting to exaggerating the truth on their resume or in a job interview in order to land a position, you should be very careful if you want to hire the right people for your company.

A reliable background check service will help you do that.
But how to choose the best one?

Tips for choosing the best background check service

Tip #1: Define your needs

Background check services offer different types of checks.

Which of the following do you need?

  • Identity verification
  • Criminal history searches
  • Education verifications
  • Employment verifications
  • Drug testing
  • Driving records check
  • Reference check
  • International background checks
  • Credit reports check

Make sure you choose the background check service that can provide all the specific checks that you need.

Tip #2: Ensure legal compliance

Make sure that your preferred background check service provider is completely legally compliant.

It should be accredited by the National Association of Professional Background Screeners (NAPBS) and compliant with all relevant state and local rules and regulations.

Tip #3: Consider turnaround time

The average turnaround time for most of the background check service providers is 2-3 days, with some of them guaranteeing that you will have all the needed information in the 5 days maximum.  

Tip #4: Look for great user experience

Make sure that the background check service provider you choose offers a great user experience, both for you and your candidates.

It should offer completely paperless, online, user-friendly and transparent service.

It should also ensure great customer service that can answer all your questions via email, live chat and phone 24/7.

Tip #5: Check review sites

Check review sites to read about other people experiences with different background checks services.

Factor #6: Inspect integration options

Choose the background check service that can guarantee seamless integration with all other HR tools you use, such as your Applicant Tracking System, HRIS, etc.

Hopefully, these tips will help you find the background check service that best fit your needs.