The background verification (BGV) process ensures a safe workplace, but candidate experience is often overlooked. In a competitive job market, how BGV is handled directly influences how candidates perceive the employer. Enhancing this experience is crucial for maintaining a positive brand image and attracting top talent.
Why is Candidate Experience Important?
A smooth, respectful BGV process strengthens employer branding and attracts high-quality candidates. Conversely, a frustrating or unclear process can lead to negative feedback or candidates dropping out of the hiring process. Additionally, candidate experience in recruitment plays a major role in how potential employees feel about their future employer. Poor experiences can harm the overall hiring process and create a negative perception of the organization.
Transparent Communication
The traditional BGV process seems like a black box to candidates. Document after document is collected in the name of verification, while information is not disclosed on why so many proofs are required. This leaves the candidate frustrated by the end of the whole process.
Organisations should communicate the verification process, including what it entails, the anticipated timeline, and the reasons behind each check, to build trust with the candidates. Giving a detailed overview will not only ensure that the candidate is well-informed but also that they provide the requisite information upfront, which can reduce the verification timeline.
Reducing Effort and Saving Time
A lengthy and cumbersome verification process can annoy candidates and deter them from pursuing opportunities with the organisation. It also eats into a candidate’s productive time. Some of the things organisations can do to improve candidate experience and reduce a candidate’s effort are:
- Letting them know what details and documents should be kept handy – e.g., if known, the candidate can arrange a reference’s phone number upfront and not be caught unaware while filling out the information and getting stuck in the process.
- Removing redundant information requests – e.g., a Passport can be considered for both identity proof and address proof, and the candidate should not be asked to furnish proof separately for both checks.
- Providing a real-time tracker that can inform the candidate of the completion of the form and the time required to fill it.
- Leveraging technology such as AI and automation to simplify data collection, reduce paperwork, and expedite verification checks.
SpringVerify informs the candidate of the documents to keep handy and the time it will take to fill out the form.
Dedicated Support and Issue Resolution
Organisations can look for BGV vendors that can offer dedicated support to candidates for any queries or roadblocks they might face during the BGV process. If there are any insufficiencies, the support should be skilled in approaching a candidate empathetically rather than threateningly. Using feedback mechanisms, such as a candidate experience survey, can help identify areas for improvement and ensure candidates feel heard throughout the BGV process.
Offering a human touch in an otherwise automated process can make candidates feel valued and respected.
Customising BGV Based on the Candidate
Running a blanket BGV process for everyone an organisation hires can be distasteful for candidates—especially those in senior positions. Asking a fresher to furnish a reference from a manager or asking a CEO to furnish graduation marksheets will be unpleasant. Instead, the BGV process should be customisable based on a candidate’s role and hierarchy. This level of customization is a strategic move for how to improve candidate experience and tailor it to fit each individual’s expectations.
Respect for Privacy
While sharing the documents for Background verification process, candidates are concerned about how their personal information is handled and if their data will be protected.
Respecting a candidate’s privacy is important. Organisations should ensure that the BGV procedures comply with data protection regulations. At the same time, providing assurances of privacy and security to candidates can help alleviate these concerns and build trust. More information on preventing a candidate’s data misuse can be found here.
Conclusion
Enhancing the candidate experience in background verification will be crucial for organisations. By focusing on transparent communication, reducing a candidate’s effort and saving time, dedicated support, customisation based on the candidate, and privacy respect, organisations can ensure a seamless and positive experience for candidates. This will help them build a strong employer brand and attract top talent in an increasingly competitive job market.
