Featured

Three Recruitment Strategies to Connect with Applicants

rendered (3)

Connecting with—and hiring—top talent seems to get more challenging every day. As you’re looking for your next great hire, keep these recruiting strategies in mind.

Strategy 1: Mobile Friendly is a Must

It’s been estimated that by 2025, 72% will use only their mobile phone for internet access—making it imperative to do all you can to reach out through mobile channels: a mobile-responsive career-page, text messaging services, or an app allowing candidates to seamlessly apply for open positions via smartphone.

Strategy 2: Rebounds are for Basketball AND Former Employees

Rehiring former employees is now much more acceptable than it was in the past (perhaps an effect of the gig economy). Former employees can offer solid value from the offset since they are more affordable to onboard and train than new employees. They’re also easier to reach and establish contact with than strangers who might respond to your job ads. Plus, if your employee left on good terms for another opportunity, their return could boost company morale and loyalty. Take a good look at those exit interviews to find former employees who would potentially welcome a new offer.

Strategy 3: Keep an Eye on College Grads

While hiring new college graduates isn’t exactly an innovation, it’s still a solid employment strategy. The sheer volume of the talent pool available makes campus recruitment a must-have component in your hiring arsenal. Live where grads live—social media. Establishing Twitter feeds, blogs, Facebook and LinkedIn pages with current job openings and clear, concise job descriptions should be a core part of any good employment recruiting program. Promote job openings on Facebook. Send Twitter feeds to highlight entry–level jobs. These are sure-fire ways to promote your organization to a large pool of recent college graduates.

Featured

Improving the Candidate Experience

We’ve all been there as job seekers. On the hunt for your first, or next, “dream” job, and hoping for a positive interviewing experience. If you’re on the other side of the table as an employer, it is mission critical to understand the experience you present makes all the difference to your next great hire.

This candidate experience—a term used to describe how candidates feel about your company as they progress through your hiring process—can be positive or negative, depending on how they perceive your company’s treatment of candidates. A bad experience can lead them to lose respect for your company. For example, a bad experience at a restaurant might prompt you to avoid a return visit and perhaps even warn others with tales of your experience. The same thing happens when a candidate has a negative experience with your company. A positive experience however, can encourage candidates to become enthusiastic ambassadors for your brand—even if they don’t ultimately land the job.

Your company’s ability to successfully attract and recruit top talent depends on how well you manage the hiring process. The process is certainly complicated, but try not to lose sight of opportunities to delight your candidates in these areas:

  • The Application: Is you application intuitive? Mobile friendly? Simple and straightforward? Is your application simply an algorithm for keywords, or are you building a process that allows for a candidate’s personality to shine through? Perhaps take a few minutes and apply for a position in your company to see how long the process takes, if all directions make sense, if the look and feel of the application is fresh and current, and if you are able to submit with an initial sense of what your company is all about.
  • Interviewing: Many companies have an involved interview process, with initial and second or third interviews. Take a look at your process. Are your candidates meeting with team panels? One-on-one interviews? Are they waiting to be seen, or is your process a well-oiled tour for candidates so they spend more time with your teams and less time in your lobby. For candidates, the most important thing to do is follow up after the interview to reiterate interest in the position. Likewise, communication along the way is an important step for employers looking to make the most of the candidate experience.
  • Assessment: If you’re assigning standardized tests to assess your candidate’s personality type, talent for the job, cognition, and/or emotional intelligence, are you doing so with full explanation and guidance? Once again, take the tests yourself to see what the process is like. Are these tests available online and are they mobile friendly?
  • Pre-Employment Screening: These days, it’s widely accepted that there will be some manner of background check prior to employment. Have you partnered with a background screening vendor—like A-Check Global—that helps make the process easy, intuitive, and a positive reflection of your company’s commitment to quality hiring?
  • Hiring: We like to refer to it as “Speed to Seat”—the length of time it typically takes for you to fill a position. It can vary of course based on the position, but are you doing all you can to setup interviews, present job offers, and welcome new employees efficiently to your team?

Providing meaningful touch points for every candidate doesn’t have to be difficult and in many cases, just a few adjustments can radically improve the candidate experience. It never hurts to review your hiring process. And if you know where the biggest pain points lie, making improvements in those areas can really make your candidates feel like they made the right decision to apply.

Featured

IMPORTANT UPDATE: 2019 New York Budget Includes OCA Fee Increase

UPDATE:
We want to make you aware that the Office of Court Administration (OCA) search fee increase from $65 to $95—described in the article below—has been approved and becomes effective on 4/13/2019.

Monday, April 1, 2019: The New York Legislature passed the 2019-2020 State Budget. Included in this budget is a fee increase for Office of Court Administration (OCA) searches from $65 to $95 (NY A2005, Page 32, Section DD, Lines 31-45)—effective upon budget signature by Governor Cuomo as early as Friday. This fee increase is proposed to further support the New York indigent defense fund and other OCA programs in the state.

We are aware that this fee increase was approved, and will notify you once we have confirmation the new fee has been implemented. This fee is applicable to all New York County searches as the use of the state’s system is required by the majority of the counties within the state.

Another authorized change in this budget states that undisposed cases—cases considered “pending” where proceedings are included in court records but without disposition yet—will no longer be accessible in a criminal records search. However, the NY OCA will have a year from the date the Governor signs the bill to fully clarify and implement this change.

Please let us know if you have any questions. We will continue to follow these developments and will notify you as more information becomes available.

Featured

A-Check Global Integration with SAP® SuccessFactors® Now Live on SAP® App Center

Integration offers greater background screening process automation and efficiency to customers

Riverside, CA, March 27, 2019 – A-Check Global today announced that its A-Check Global Background Screening Integration with SAP® SuccessFactors® is now available on the SAP® App Center, the digital marketplace for SAP partner offerings. The solution offers greater convenience and an enhanced online experience for both customers and their employment applicants.

“In today’s world of evolving talent acquisition resources, we are thrilled to join the SAP family, and we welcome this opportunity to further position our comprehensive screening solutions to employers and candidates,” said Donald Shimizu, Executive Vice President at A-Check Global. “A-Check Global shares SAP’s commitment to innovation and service, and we look forward to meeting the business needs of our mutual customers for years to come.”

A-Check Global Background Screening Integration with SAP SuccessFactors streamlines the recruiter’s hiring process from start to finish by offering a convenient, secure online transfer of employment applicant background information and reporting between A-Check Global’s background screening integration and the SuccessFactors platform. The SAP App Center provides customers with real-time access to more than 1,700 innovative partner solutions that complement and extend their SAP solutions, enabling digital transformation of their business. SAP App Center customers can buy solutions directly from partners and centrally manage purchases, billing and vendor communications.

A-Check Global is a partner in the SAP® PartnerEdge® program. As such, it is empowered to build, market and sell software applications on top of market-leading technology platforms from SAP. The SAP PartnerEdge program provides the enablement tools, benefits and support to facilitate building high-quality, disruptive applications focused on specific business needs – quickly and cost-effectively. The program provides access to all relevant SAP technologies in one simple framework under a single, global contract.

About A-Check Global:

A-Check Global is the nation’s most successful woman-minority owned employment screening company, providing superior customer care and support, customized background screening solutions, and advanced, online interface technology to meet the unique requirements of employers and employment candidates worldwide. A-Check is an authorized E-Verify Third Party Agent, and holds ISO 9001:2015 Certification. The company’s global headquarters is in Riverside, California. For more information, visit http://www.acheckglobal.com or phone toll free, 877-345-2021.

SAP and SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. See http://www.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.

All other product and service names mentioned are the trademarks of their respective companies

Featured

IMPORTANT NOTICE 1/23/19: Service Impact due to Government Shutdown

As of 1/23/19. information listed below is current:

As a result of the current United States government shutdown, several government services that employers rely on during employment screening may have limited operation or may not be available at all. This will – temporarily – impact A-Check’s ability to complete some screening components.

Unfortunately, we don’t know how long the shutdown will continue, but please be assured we’ll update this notice each Monday throughout the shutdown to keep you informed of ongoing impact. For now, we’d like to share information regarding the following services:

E-Verify:
Currently unavailable. When the government shutdown is resolved, A-Check will provide further guidance regarding delayed cases, including the “three day rule.”

 As your E-Verify Employer Agent for web services, we are prepared to queue up cases for all eligible employees with a completed Electronic Form I-9 in our system (who have not been submitted to E-Verify) and then auto process them when E-Verify is back up.

For those clients that only utilize our E-Verify service without our Electronic Form I-9, unfortunately, they will need to submit their E-Verify queries once the E-Verify service has been restored after the government shutdown ends.

CBSV (Consent Based Social Verification):
This service is currently running uninterrupted. However, we will provide updates should there be any change.

 Federal Criminal Searches (PACER – Public Access to Court Electronic Services):

This service is funded through January 18, 2019. Should the government shutdown last long enough to affect Federal Criminal searches, we will provide an update at that time.

IRS Documentation Requests:

Copies of Wage and Income Earnings Statements (in lieu of W2 copies) are unavailable.

 DOT 49 Part 40 form:

Requests for verifications are not being completed if required from an official government operated entity. A-Check can obtain forms if requested from a non-government run employer.

PRIA and FAA records:

Requests are not being completed if the request is made specifically from the FAA. A-Check can obtain a partial response if requested from a non-government run agency or airline.

Please contact us at clientsupport@acheckglobal.com if you have any questions.