As businesses recover from the onslaught of the pandemic, everyone in the firms has been discussing how it has altered our lives and the entire modus operandi of hiring. Covid has also changed the manner in which workplaces operate as most of them have adopted the remote way of working.
Every time, a Human Resource Manager sifts through the array of applicants that she receives, she has to go through the ones that seem ideal at first. If the initial criteria are met, she arranges for a video call. Earlier, people would be asked to just show up at the company they would apply to and the entire procedure of hiring would then begin face-to-face. However, this is no longer feasible as the majority of the organizations have strict covid protocols in place. They need to be compliant with the guidelines that have been issued by the government and so have to think of other feasible methods to carry forward the process of recruitment. Virtual interviews are conducted where an applicant is questioned until the time the concerned managers or the recruiter is satisfied. The need for a background check on all those candidates who seem good enough is again pivotal. A thorough screening of his/ her credentials would bring to light all those facts that he/ she had attested to at the beginning. It would authenticate all the documents provided as well.
Most of these individuals who are hired have no geographical barrier that limits them anymore. Since a hybrid mode of work has come about, people from all over the country are being recruited into companies, start-ups and other enterprises. A stringent fraud mitigation system in place pinpoints all those warning signals that would deem the candidate a ‘bad hire.’ This, in turn, would save any company time as well as money as retaining unfit hires never contributes towards the productivity of any firm and all firms are looking to create a positive working environment where the overall productivity is at its zenith.
Now seems like the perfect time for companies to work on company culture as culture defines any organization over anything else. Individuals who are solution-oriented, have their work ethics in place, are extremely reliable, believe in conflict resolution, have the ability to incorporate constructive criticism, are open to suggestions and ideas from their co-workers, are goal-oriented, are looking to learn; are welcome in any typical organization. If, however, a candidate possesses these traits, he/ she is generally shortlisted.
All of this can be gleaned through a rigorous social media check and through their past employment verification.
Certain companies have begun placing emphasis on internal hiring. Another after-effect of the virus is the gradual shift towards internal mobility programs. Trust is vital when it comes to the allocation of projects and that is hugely lacking as more and more individuals take up jobs that seem more lucrative to them compared to their current jobs. Firms will continually move from static jobs to more of cross-functional and project-based work. The benefits of which include lowered hassles associated with recruitment, cost-effectiveness and improved retention. Skill sets are being equated to currencies these days.
Most recruiters are reaching out to candidates via social media networks such as LinkedIn, Facebook or even Instagram. Modern-day recruiters are opting for online recruitment softwares and proprietary databases. The know-how of which enables them to seamlessly conduct interviews over video and gather insights about an individual. They result in a more effective engagement with the applicants.
Hiring has indeed changed considerably post Covid and we need to stay abreast of the times that we are living in.
In-depth background verification of individuals remains a pressing priority regardless of the mode of work that is preferred across organizations. It is a major challenge that needs to be addressed so as to bring in superior talent with legitimate credentials. A standardized background verification needs to be in place so that every individual has to go through a similar procedure while being onboarded. According to a survey conducted by Ernst & Young, 96 per cent of respondents have experienced negative results during background checks. Misrepresentations are quite common and most resumes are embellished.
A thorough background check where any applicant’s residential address, past employment history, academic credentials, identity documents, credit score, social media checks etc are performed will also put a check on the misrepresentations. If applicants know that they will be screened using automated processes whose reports are accurate, they will think twice before falsifying the data that they provide.
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