For some, just the word ‘outsourcing’ brings up bad connotations of low-cost labour and taking jobs offshore, often at the expense of quality. However, when implemented strategically, with a focus on non-core competencies, outsourcing is often a boon to companies large and small. Here we consider when it makes sense to outsource your background screening and identify how to pick the right partner.
For many organisations, especially those in a cycle of high growth, it can be difficult to discern what new resources are needed, when, and for how long. In this instance, outsourcing can support growth while controlling costs, particularly in administrative functions. HR is a function which can benefit significantly from outsourcing, especially with regard to the recruitment process.
Unfortunately, job application fraud is more prevalent than ever, with discrepancies relating to previous salaries, responsibilities, job titles and dates of employment found in well over 50% of CVs. In addition to these over-inflated claims, some candidates deliberately omit information such as driving offences, ‘unspent’ criminal records or past disciplinaries.
With the average cost of replacing a bad hire somewhere between one-and-a-half to five times the employee’s annual salary, there is a lot at risk if you make a hiring mistake. Background screening is a critical yet complex undertaking that involves sensitive data and a host of regulations and compliance concerns. Expertise is just one of the many benefits of outsourcing (and perhaps the most commonly overlooked).
This whitepaper reveals:
- The additional benefits of outsourcing your background screening programme
- Whether outsourcing is right for your business
- A checklist detailing how to select the right partner
Download the whitepaper now to find out how the outsourcing of pre-employment background screening can help businesses of all sizes reduce their administrative and legal burdens, bring on talented staff quickly, and focus more resources on their core missions.