We have witnessed drastic changes to the labour market, most notably the shift from an employer-driven market to a candidate-driven one. Many employees are beginning to re-prioritise what they value in the workplace due to the majority of workers wanting flexible working options, increased learning and development, and new ways to measure productivity. In this candidate-driven market, employers are even more concerned with time-to-hire, optimising the candidate experience, building teams on a foundation of trust and safety, and finding quality candidates that are strong representations of their brand.

We previously spoke about Privacy and Security Implications of a Remote Workforce, and the Media and Advertising industry, which represents sectors like film, radio, television, and print, is often in the spotlight due to its public nature. With the 24-hour news cycle, expansive reach of the internet, and increasing consumption of digital content, it’s important that Media and Advertising companies maintain their integrity and have trustworthy employees that embody and represent their brand. And with candidates driving the hiring trends, these companies must be agile in hiring and monitoring employees to secure strong candidates quickly. Robust background checks are an important first step in the process of vetting the right candidates for your organisation and helping you build your teams on a foundation of trust and safety.

Factors to Consider in Today’s Evolving Labour Market

1. The Importance of Background Checks

Pre-employment and reference checks can mitigate risk, protect your brand’s reputation, and allow you to hire with confidence. A strong background check provider will deliver a better picture of a candidate’s criminal history while still mindful of turnaround times, accuracy, compliance complexities, and candidate experience. When working in a fast-paced industry such as Media and Advertising, robust and quick background checks must be implemented to get the right candidates hired quickly.

2. Social Media Presence

Just as candidates research your company when applying to jobs, more employers leverage social media searches to make informed hiring decisions. With so much of our lives broadcasting across social media, especially in the Media and Advertising industry, there is a plethora of publicly-available information that background check providers are utilising to help minimise the risk of a bad hire. This deep dive uses A.I., language processing, and image recognition to screen for risky behaviour online and flags problematic posts before they become a part of your company’s culture — or worse, in the headlines. Partnering with a background check provider that runs compliant-driven social media screening can increase your confidence that the people you’re hiring are fit to represent your brand and contribute positively to your company and culture. Social media searches pose no threat to the candidate experience, with no effort required on behalf of the candidate and a fast turnaround time to complete the search.

3. Putting Compliance First

Compliance is constantly evolving. When looking for a background check provider in today’s remote-first world, it’s important to prioritise built-in compliance capabilities that follow regulatory requirements and save you time. The company you partner with should also have a team of compliance experts that keep you informed of current legislative and regulatory changes and offer tools and best practice insights you can leverage to help you meet your compliance obligations.

New labour market realities have made it more important than ever to minimise the margin of error, streamline hiring processes, and improve the candidate experience. Partnering with a strong background check provider can help you efficiently and compliantly screen employees and get them to work faster, which is essential in the Media and Advertising industry.

Interested in learning more about Sterling RISQ’s services for the Media and Advertising industry, or want to brainstorm how our industry-specific background checks can work for you? Our team is here and ready to talk. Click here to start a conversation.

Sterling RISQ is not a law firm. This publication is for informational purposes only, and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising from this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.

We usually think about evolution as a process that takes place over centuries or millennia, but technology evolution is a different animal altogether. In less than half a century, innovation has accelerated exponentially — and so has the potential for companies to integrate technology into critical business processes. During a recent Sterling Live event, social media manager Katelyn Brower sat down with Harris Bornstein, Sterling’s Vice President of Strategic Alliances & Channel Partners, to talk about how our own partner ecosystem has evolved into a global network over the past 45 years and the myriad advantages of background screening integrations in the hiring workflow.

Changing Standards for Background Checks

Harris points out just how significant tech adoption has become for HR departments and staffing firms. Having started at Sterling in 1999, he recalls the predominantly manual workflow, supplemented by the reigning technologies of the time — phones and fax machines. A decade later, desktop computers and email dominated. Sterling saw the technology shifts as opportunities to re-imagine and enhance candidate screening within the hiring workflow.

Harris notes, “Ten years ago integrations were simply about reducing the data entry it took to request the background check.” Efficiency is still a priority, but as the HR tech stack has grown, integrations are enabling organisations to optimize the entire employment lifecycle.

In 2020, technology enablement became an even bigger priority out of necessity. Research by Oxford Economics and the Society for Human Resources Management (SHRM) shows the trend will continue. The Top 3 areas of investment include:

• 34% in remote collaboration tools
• 25% in automation tools like self-service portals
• 25% in recruiting and on-boarding programs

Today, the Alliance team manages an ecosystem of more than 50 integration partners. Rather than a straightforward data transfer to fulfill orders, Sterling facilitates more efficient hiring processes that cater to different industries and workflows — including varying compliance expectations — while enhancing candidate experiences.

Consider the high-volume hiring needs of retail, e-commerce, and contract/gig work. For those types of organisations, Harris points out, it’s about getting candidates processed, then moving from Offer to Day One — fast. Those needs are quite different from healthcare, financial services, or tech industries, for example, where more thorough background screening and ID verification requirements are common.

How Our Broad Partner Ecosystem Helps Right-Size Hiring Processes

Whether an organisation needs to process job applicants by the hundred or the handful, technology integrations can create a more efficient, streamlined process that improves productivity within HR teams and staffing firms and delivers better experiences for candidates. In fact, Harris notes that our own customer retention rates are higher for those that have implemented integrations than non-integrated customers, suggesting that the experience boost isn’t limited to job applicants.

Our own experience with integrations emphasizes the flexibility that comes from collaborating with a wide range of partners. Depending on needs, integrations can also support:

• Self-service options to reduce implementation time and allow clients to activate their integration from within the HR platform quickly and easily
• Dynamic updates within the ATS platform give a more detailed candidate status
• A simplified and streamlined adverse action workflow

An applicant tracking (ATS)/HCM (Human Capital Management) system with the right integrations can fast track everything from recruiting and screening candidates to offer and on-boarding. Perhaps that’s one reason that at least 66% of large organisations use an ATS. Harris also points out, “Global screening, in and of itself, is becoming much more prevalent, so it’s important for organisations to be working with a screening partner who can not only service their global hiring programs but can do so via similar integrations for a unified hiring process across all of its business units.”

Data privacy laws, hiring regulations and paperwork requirements for completing background checks can differ by country, so working with an experienced partner paves the way for a more seamless integration experience. Harris points to global capabilities available through Sterling’s platform, as well as unique services available for the US and APAC region.

Streamlined Hiring Workflows Yield Long-Term Value

As companies grow, there’s a tremendous value in streamlining the entire talent management process from recruitment to onboarding — all in one place. Greater efficiency and effectiveness in recruiting doesn’t just pay off in a faster hiring process. According to SHRM, companies with high-maturity talent acquisition teams and processes see 18% higher revenue and 30% greater profitability than low-maturity talent functions. Research also shows that 75% of hiring leaders also focus on improving candidate experiences versus only 17% of less mature teams.

Ultimately, Sterling RISQ prioritizes these partnerships because working together generates opportunities to wow our customers and meet our People First commitment. Technology implementations help our clients make fast, well-informed decisions with confidence. Screening that supports safe hiring. Candidate experiences that are intuitive and convenient. Partnerships that yield value for everyone involved.

In wrapping up the integrations discussion, Harris notes, “2020 was the furthest thing possible from business as usual. We worked closer than ever with our partners, and we somehow came away having had our best year ever in terms of our partner engagements.” It’s a testament to just how much the right technologies can help organisations navigate unprecedented challenges and thrive.

Watch Sterling Live Weekly on LinkedIn, YouTube, and Facebook

Check out our full collection of Sterling Live interviews, covering topics such as social media screening, remote work, compliance, and so much more.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.

By Alla Schay, general manager of the Industrials, Government & Education group of Sterling

tumsasedgars / iStock / Getty Images Plus

Company culture is a significant driver of success, and a strong culture attracts and retains top employees, fostering teamwork and trust. Conversely, a toxic culture can thwart any company. Patrick Whitesell, executive chairman of Endeavor, an entertainment and media agency, stated, “You can have all the right strategies in the world; if you don’t have the right culture, you’re dead.”

Social media has evolved rapidly over the last 10 years and has become a fundamental way that people engage with one another. Posts and their underlying meaning—including both what is intended and how it can be perceived—can make a powerful statement for all the world to see. What is said on social media does not exist in a vacuum, and what is posted from personal accounts says a lot about a person and can have a legitimate effect on the perceptions of an organization with which that person is associated.

Avoiding Toxic People in Company Culture

Before the widespread adoption of social media, a person dragging down a company’s culture was typically noticeable in what was heard within the walls of the company. Perhaps it was consistently negative comments about the company or other employees around the water cooler, an off-color joke, or use of an insensitive phrase. In all likelihood, there was no way to predict this behavior before an individual was hired. When an incident occurred, irreparable damage may already have been done, and frequently, negative behaviors went undetected or a formal complaint was never made for fear of causing trouble or retribution.

Today, an ongoing record of tweets and posts can leave an indelible record that can define a person’s reputation—in both positive and negative ways. This can help organizations spot people that may not be a good fit for their cultures.

The background screening industry continues to evolve to help employers build strong cultures and create safe workplaces. Candidates are no longer simply checked when they come in the door, but may be rescreened at certain intervals or have records continuously monitored to identify relevant changes that may need to be addressed. When it comes to social media, 7 in 10 employers (70%) use social networking sites to research job candidates during the hiring process. With more than half of the world’s population on social media, it’s no surprise that we’ve seen instances of personal posting having professional ramifications.

As part of communicating a variety of expectations, companies are required to notify both applicants and employees when they are subject to being either screened or monitored as a condition of employment. This may include criminal records, motor vehicle records, or social media, just to name a few. The collective decisions made by an employee population on meeting the expectations that have been set are a key driver to culture.

Images from Washington

Actions at the U.S. Capitol on January 6, 2021, will be remembered not only for what took place, but for the way they were broadcast to the world. While some of the images and footage widely seen were captured by traditional news outlets, a lot of the story was told—in near real time—by video captured on cell phones and posted to social media.

In response, House Armed Services Personnel Subcommittee Chairwoman Jackie Speier expressed a desire for the Defense Department to start looking at social media posts as part of the security clearance process. According to Military.com, Secretary of Defense Lloyd Austin appears prepared to take a much more aggressive approach to monitoring troops’ social media following reports that some service members and veterans took part in the deadly riot at the U.S. Capitol.

Changes in military employment policy may impact government contractors and then possibly other businesses. In a short time, there have already been widespread impacts in the HR space, putting into question the factors that determine someone’s credibility to obtain or maintain employment.

Impacts to Businesses

Soon after January 6, many company executives and HR professionals began to ask themselves, “Do I know how my employees are behaving online and the potential negative consequences they can create?” Flagging behavior that violates company policies or is not aligned with established company values is now more important than it has ever been.

Social media screening done in advance of employment—or in conjunction with monitoring during employment—can provide specific proof of behavior that violates company policies or overall expectations rooted in a company code of conduct. Ben Mones, CEO and founder of Fama Technologies, the world’s largest social media screening company and a leader in applying artificial intelligence to background screening services, stated, “Companies are not seeking to use social media screening to understand their candidates’ political affiliations. The concern I hear every day is the need to know if applicants or employees are promoting extremist ideologies that might put a person in danger, or in some cases, promoting the dismantling of the federal and state government here in the U.S.”

Screening the Right Way

According to a recent Harris Poll on behalf of CareerBuilder, nearly half of employers check up on current employees on social media. Just over one-third have reprimanded or fired an employee based on content found online. However, a homegrown solution such as an internal HR team directly executing social media searches presents risk for common pitfalls. These include failing to be thorough, inadvertently violating anti-discrimination laws (obtaining personal information that should not be considered as part of a hiring decision), and inefficient use of staff time with this manual process.

With an unbiased and thorough report being reviewed as part of a well-defined social media screening program, inconstancies with company policies or overall expectations can be investigated. Actions set by the company can range from coaching to progressive discipline depending on the severity of findings. To protect the rights of employees and prevent other negative consequences, it is recommended that this new social media screening imperative be handled through a robust, proven FCRA-compliant screening program. The ability to challenge results through pre-adverse action is also crucial for compliance.

Automating the process with a third party and establishing risk criteria helps companies get the data needed to aid in their hiring and ongoing monitoring decisions. Social media isn’t going anywhere, and companies must now adapt in order to maintain the strength of their corporate cultures and to protect their brands.

Alla Schay is the general manager of the Industrials, Government & Education group of Sterling, a leading provider of background and identity services. She previously served as Sterling’s client services and account management leader, chief operating officer, and chief human resources officer. Alla is an operations management professional with experience in business process transformation, Six Sigma analysis, and software and CRM implementation.

This article first appear on: HRDailyAdvisor

I’m pleased to announce that Sterling RISQ has been listed as one of the global verification agencies on the Ministry of Manpower (MOM) website.

MOM rely on the research and findings by their accredited global verification agencies to assess the eligibility of foreigners for work passes. Ensuring that foreigner qualifications are authentic and issued by accredited institutions is a fundamental tenet in this assessment.

We are extremely proud of our listing and are delighted to be recognised as a provider of complete and accurate qualification verifications. We are committed to helping all our clients hire faster and safely, assuring you that your candidates do have the qualifications they report to have.

To obtain the highest quality education verification, please get in touch with your Client Success Partner or email us at info@sterlingrisq.com.

Is your prospective candidate who they say they are?

Have they genuinely achieved the educational qualifications they say they have?

Are they equipped with the knowledge and skills to complete the job you’re hiring for?

These questions are cropping up more and more in India as businesses are seeing an increase in false education claims.

In a market like India where hiring decisions need to be made efficiently and often in bulk, educational qualifications are an easy benchmark that HR departments can set as a minimum requirement for proceeding to the next round of recruitment.

Applicants have clued onto this method and are realising that as long as they provide falsified educational qualifications to get through to the next round, they have an increased opportunity to impress at the interview stage and eventually nab the role.

Applicants are increasingly able to falsify graduation certificates and doctor other credentials/ certifications using simple design programs or through certifications from fake institutions.

Where all this confusion and falsification abounds, education checks and background screening come in to resolve the issues and help sort the genuine applicants from the fraudulent ones.

The Sterling RISQ difference

To save businesses time, money and stress, Sterling RISQ offers comprehensive background screening and education checks to confirm that the candidate has genuinely achieved the educational qualifications they claim to have.

Among the vast number of background screening providers in India, we pride ourselves on our customer service and our proprietary technology that provides clients with the most up-to-date and accurate data possible. Our results are second to none, with a quick turnaround time and a positive verification rate of over 96%.

The process of conducting education checks has historically been a manual procedure requiring physical attendance or contact with universities and other institutions, however this has understandably been difficult during the pandemic. Sterling RISQ is therefore, digitising the process in order to offer continued services to our clients with efficient and accurate results.

Here’s why we’re different to other background screening providers:

• We own and maintain a sophisticated database that allows us to identify validated contacts of a number of educational entities, meaning a quicker turnaround time. This network of contacts and strong vendor partnerships also means that we can conduct education checks on institutions all around the country with no limitation on location.
• We always conduct verifications in written formats via the relevant source, e.g. official online database, official email ID, university letterhead, university stamp or signature, in order to ensure accuracy for clients.
• We have created a fake university and institution list, which is a combination of the official data from the University Grants Commission plus our own proprietary data that we collect when conducting our checks. This ensures we are dealing only with genuine institutions and means increased efficiency as we can weed out fake institutions right at the beginning. We also share this list with all our clients on a monthly basis in order to help them quickly filter out any candidates who are using false institutions. We go above and beyond to help save clients time and money in their recruitment processes.

If you’re a business hiring and recruiting in India, you’re a business that needs to implement education checks and background screening. The risk is simply too high to avoid this vital step of the recruitment process, particularly at this time when references are easily falsified and documents easily doctored.

Background screening helps to minimise your organisational risk, protect your workforce from fraudulent employees, and preserves your brand reputation with clients.

Sterling RISQ is an experienced provider of background screening in India. We understand the intricacies and complexities of conducting education checks in India and we are building our own proprietary databases and networks in order to provide results as efficiently and accurately as possible, even in the uncertain times of the pandemic.

Speak to us today about your background screening and education verification needs – we’d be happy to help.