Businesses at risk by lack of background checks

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​Cybersecurity threats and data breaches are on the rise and a lack of background checking could be putting global businesses at risk according to new research.

HireRight’s annual benchmarking survey found almost one third (32%) of participating global companies said they do not conduct checks on any of their extended workforce including temporary workers, contractors and interns.

Yet over half (54%) of those asked said they were finding discrepancies in candidates’ employment histories and 48% said that their safety and security had benefited from more consistent screening.

As the extended workforce may still have access to sensitive information, and more staff are currently working remotely where connections aren’t as protected, the report suggested that many businesses could be putting their security at risk.

“While there is currently still a stark difference in attitudes towards screening between the U.S. and the rest of the world, the gap is closing as more and more companies are starting to better understand the benefits of candidate and employee background checks, and are using background screening to help mitigate their hiring risk,” said Guy Abramo, CEO of HireRight.


Further reading on talent management and cybersecurity:

Keeping employees safe online during lockdown

Employers consider next steps as UK enters recession

Employers confident in recruitment and retention due to coronavirus


The largest challenge for talent acquisition globally was finding qualified job candidates (70% of respondents), yet the EMEA region found improving the efficiency of the recruitment process proved to be the most pressing challenge (63% of respondents).

Chelsea Pyrzenski, chief human resources officer at HireRight told HR magazine: “I think the true challenge comes after you have identified candidates, when it’s essential to determine which of them can both meet the job description and can function well within your corporate culture.

In order to improve the efficiency of recruitment processes, Pyrzenski advised HR leaders to develop a consistent and repeatable process with clearly defined expectations for both employers and candidates.

She added: “To be successful, organisations need to button up what they are targeting in an interview guide for HR teams and people leaders in order to eliminate duplication and boost turnaround time while still allowing moments of human connection.”

Data for the 2020 HireRight Annual Benchmarking Survey was gathered from March – April 2020 and collates the views of nearing 1,700 HR professionals.

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