Nevertheless, not all built-in screening solutions are created equivalent and some may not handle the complete wants of your organization.
With the intent to meet up with employer demands and boost process performance, different flavors of built-in screening solutions have emerged. Some are one-off solutions developed just for you, and other individuals have been designed as a product to deliver a repeatable, scalable and good person expertise for many customers. Considering that integrations normally don't arrive with a label on the box, right here are some guidelines for corporations analyzing the prospect of integrating screening with their ATS or other HR technique.
one) Analyze the Features
Seem for an integrated remedy that gives obtain to all the characteristics and abilities you'd locate in a stand-alone qualifications screening answer - issues like seamless workflow, applicant self-provider, actual-time status updates, analytical stories and summary administration dashboards for visibility over the entire screening software. Technique the selection on an built-in solution the exact same way you would any other enterprise solution - by beginning with your needs and then determining practical solutions that fulfill them.
two) Validate Adequate Security Controls
With the 1-off nature of some integrations, regular safeguards that you might count on to be provided in the resolution can occasionally be ignored. Provided the nature of screening details and the criticality of protecting applicant privacy, sound info security actions for storage, viewing and transmission within the integration should be at the top of your list. Getting particulars on the systems and stability protocols employed in the integration and supporting integration platform will aid you understand the diligence applied by the screening provider.
3) Comprehend Current and Potential Assistance Commitments
1 of the biggest locations of concern you may discover when seeking deeper at a potential integration is the amount of help. Not just technical help, but broader assist from the two solutions vendors to ensure that an individual is offered and accountable if some thing goes wrong. Thinking long-phrase, you'll want an comprehension of how the integration will be supported through potential updates of the connected programs. To handle this problem, some pre-built-in answers - remedies co-developed, analyzed and supported by the screening company and the ATS service provider - are available right now and need to be regarded as an alternative for anybody intrigued in leveraging their ATS for employment screening.
4) Make certain Required Flexibility
To save time and income, some integrations are built with the lowest typical denominator in thoughts - they move only restricted data from one technique to yet another. They're usually mild in the functions supplied and the associated configuration alternatives presented. When evaluating integration alternatives, be certain to consider your needs of nowadays, as properly as long term needs. Comprehend the integration's ability to maintain up with organization needs. As your screening plan evolves or guidelines modify, what other functions might you want to incorporate and what will needed alterations to the integration value? Also, will you want to combine I-9 or other screening providers in the future?
As the development in streamlining choosing processes continues, integration amongst history screening and selecting programs will continue to be a productivity approach around the prime of the record for businesses. hr system requirements