The HR Director: Why HR Should Know Their Data Sources

Originally posted on The HR Director, written by Susie Thomson.

The Critical Need for Thorough Candidate Checks and Risks of Hasty Screening Partnerships

Recent high-profile events have brought vividly to life the critical importance of organisations thoroughly checking candidate credentials before making a hire, from the tragic Sarah Everard case to the disturbing prison vetting scandal which saw an investigative reporter managing to infiltrate the prison service. What’s really frightening is that these incidents are likely to be just the tip of a very big iceberg. But before recruiters rush blindly to sign up a screening agency in the desire to strengthen their vetting processes, it’s essential they open their eyes to who they’re jumping into bed with. Because not choosing a screening partner carefully could land them in very deep water.

Growing demand for background screening in HR is resulting in a surge of new companies offering the services, many of which lack knowledge and experience of employment legislation and candidate rights. Coupled with insufficient data protection strategies resulting in candidate data breaches, this situation could plunge employers into a nightmare of reputational damage and litigation. In the more litigious environment of the US, firms practising in screening law are acting on behalf of candidates to sue screening agencies if the correct process isn’t adhered to, resulting in reputational damage to all parties.

The Importance of Choosing Reputable Screening Companies for Accurate and Compliant Candidate Checks

Rather than jumping on the first and cheapest data source, the best screening companies carry out in-depth research into an industry. They painstakingly track down the most trusted premier suppliers of data, checking that robust practices are being applied to source with integrity, delivering accurate and compliant data. They are also happy to share details of these suppliers to their clients.

These are the screening partners that HR should be searching for to ensure they are complying with data regulations, but even more importantly, that their candidate checks are of the highest possible calibre. PBSA accreditation will then add another layer of verification to the mix once it launches. And, if employers put in place a strategy now to thoroughly check the credentials of screening companies by drilling down into their data sources then when the accreditation scheme launches this will provide a further tool to identify reliable, trustworthy screening partners.

Originally posted on The HR Director