Managing High Growth at eeCheck: A Conversation with Our Leadership

As eeCheck rapidly expands to become one of the leading global employment background check firms, there’s much more happening behind the scenes than just winning tenders and establishing new offices. The essence of our growth hinges on scalability and an unwavering commitment to service quality and technology innovation. Here’s a look at our approach, as shared by the leadership team:

1. Standard Operating Procedures (SOPs): Our foundation. Everyone on the team adheres to our SOPs to ensure accuracy and quality are never compromised.

2. Robust Internal Audits: With a dedicated internal audit team, we continuously monitor adherence to SOPs, ensuring any potential lapses are promptly addressed.

3. Comprehensive Training Programs: Training is integral to our DNA. We employ step-by-step guides, video demonstrations, and continuous access to SOPs, ensuring new team members quickly come up to speed and maintain our quality benchmarks.

4. Rigorous Researcher Assessment: After completing their training hours, every researcher undergoes an assessment by our internal Senior Trainer. This ensures that our focus remains on quality, not just headcount.

5. Embracing Workflow Automation: Spearheaded by our EELAB division, we’re constantly reevaluating and innovating our workflows for increased efficiency and precision.

6. Cultivating an Agile and Nimble Culture: At eeCheck, our culture isn’t just a buzzword; it’s the bedrock of our operations. As we grow, agility and adaptability remain our guiding lights.

7. Local Practices, Global Standards: While we respect and incorporate local practices in our global offices, our unwavering commitment to service quality, data security, and client promises remains universally consistent.

8. Regular Client Feedback: Our true performance metric? Client feedback. We engage with our clients regularly, ensuring that as we grow, our standards of care and attention remain unparalleled.

The leadership team’s perspective is unequivocal: Growth, while desirable, must never overshadow client satisfaction. We’re proud of our 4.5 out of 5 client satisfaction rating in 2022. For us, this metric holds more weight than revenue or expansion metrics. As we navigate this period of intense growth, our clients remain at the heart of every decision.

In Conclusion, at eeCheck, our eyes are set on the future. But as we grow, our commitment to excellence and client satisfaction remains unwavering. Join us in celebrating our increasing global presence, and let’s journey together towards making eeCheck the gold standard in background checks worldwide!

The Singapore Edge: Merging Local Mastery with Global Prowers in Background Checks

Singapore stands tall as an epicenter for business in Asia, and at eeCheck, we’re proud to mirror that prominence in the background check industry. Our roots run deep in Singapore, yet our branches stretch out globally, encompassing a vast array of research and background check capabilities.

The Singapore Advantage:

1. Recognized by Key Institutions:

    • eeCheck is an listed employment screening vendor of the Ministry of Manpower, Government of Singapore (MOM), specializing in qualification and employment verifications for work permit requisites.
    • Our reputation further extends as a trusted global verification provider for the Early Childhood Development Agency (EDCA).

2. Local Expertise with a Global
Backing:While our Singapore team offers unparalleled local research and client support, they’re reinforced by our global and regional teams that ensure centralized control, seamless communication, and robust global research.

3. Trusted by the Best:
We’re privileged to partner with Singapore’s premier local firms and multinational corporations who’ve chosen Singapore as their Asia HQ. Our client experience in Singapore is unparalleled.
Full Compliance in Singapore: We adhere rigorously to Singapore’s regulations, ensuring total compliance in data privacy and security for both employers based in Singapore and those coming to work in the city-state.

4. Extensive Insights in Singapore:
We delve into various industries, ensuring our clients are adeptly trained and equipped to comply with distinct regulatory mandates. A prime illustration of this is our in-depth understanding of the Monetary Authority of Singapore (MAS)’s proposed mandate reference checks scheme. For a comprehensive exploration on this topic, especially tailored for the finance and banking sector, click here to access our whitepaper.

5. Speed and Compliance:
In Singapore, we offer swift turnarounds. Most background checks are completed within 24 to 48 hours. Furthermore, we ensure full adherence to data privacy and security regulations, safeguarding both employers and potential employees.

 Our Global Screening Prowess:

1. Proven Track Record:
Since inception, eeCheck has successfully executed over 1 million global background checks for top global and local firms.

2. Extensive Reach:
With data points spanning 100+ countries, our researchers are equipped to provide comprehensive insights.

3. Comprehensive Research:
Our team actively collaborates with authorities and data sources worldwide, guaranteeing rapid, compliant results.

4. Multilingual Mastery:
Our in-house expertise encompasses 35+ languages, ensuring we’re well-prepared for any global screening task.

5. Upholding Global Standards:
We maintain stringent global standards in data privacy, security, human rights, and related regulations.

6. Technologically Advanced:
Our systems are optimized for managing expansive global employment background check programs, complete with advanced access controls and multiple contact points.

Our Ambitious Horizon:
At eeCheck, our vision is clear: to ascend as Asia’s premier global background check firm. Our stronghold in Asian nations, especially our robust capabilities in Singapore, positions us uniquely in the industry. Melding our regional expertise with our global reach and years of industry experience, we’re poised to deliver an unrivaled background check experience for Talent Acquisition teams, HR departments, and candidates alike.

Talent Acquisition Trends for 2023 in Asia

As we look towards the future of talent acquisition in Asia, we can see several trends that are expected to shape the hiring landscape in 2023 and beyond. These trends include a greater emphasis on technology, increased focus on employee experience, and prioritization of diversity, equity, and inclusion.

One of the most significant trends for talent acquisition in Asia in 2023 is the increased Adoption of Artificial Intelligence (AI), machine learning, and other data-driven technologies to streamline the hiring process. This includes tools such as automated resume screening, chatbots for initial candidate interaction, and predictive analytics to identify the best candidates for a specific role. These technologies are expected to help hiring teams save time by automating repetitive tasks, reducing bias and improving the accuracy of candidate matching, and ultimately producing better-quality hires.

Another trend we can expect to see in 2023 is a greater emphasis on Employer Branding to attract top talent. With competition for skilled workers getting more fierce every year, employers will need to differentiate themselves to stand out in the crowded hiring landscape. To do so, organizations will focus on creating compelling employee value propositions that resonate with candidates while demonstrating their unique strengths and benefits.

In addition to these technology and branding-focused trends, talent acquisition teams in Asia are also expected to prioritize Employee Experience in 2023. With a growing need for remote and hybrid work setups, organizations will need to adapt their hiring processes accordingly. This includes designing effective virtual onboarding programs, leveraging tools to create a sense of community and digital team-building, and providing ongoing training and development opportunities to help employees grow and stay motivated.

Finally, we can also expect to see a continued increase in the focus on Diversity, Equity, and Inclusion (DEI) in talent acquisition practices in Asia and beyond. This includes the use of data analytics to drive decisions around DEI, as well as the integration of DEI practices into employer branding and hiring strategies. By prioritizing DEI, organizations can create a more inclusive and effective hiring process while expanding their talent pool to include a wider range of candidates.

In conclusion, the talent acquisition landscape in Asia for 2023 will see many exciting changes as organizations continue to adapt to new technologies, changing employee expectations, and a growing need for diversity and inclusion. As these trends continue to evolve over time, employers will need to stay up to date to stay ahead of the competition and attract the best talent possible.

MAS Proposes Mandatory Reference Checks for Financial Industry Employees

The Monetary Authority of Singapore (MAS) is taking a proactive stance in mitigating the risks of potential misconduct within the financial industry. As part of this effort, MAS has proposed mandatory reference checks for prospective representatives and is considering extending this requirement to other employees in the industry.

In a Consultation Paper issued in July 2018, MAS outlined the requirements for financial institutions (FIs) to conduct reference checks and respond to reference check requests on their representatives. Senior managers are identified as individuals whose misconduct can negatively impact an FI’s soundness, reputation, customers’ interests, or public confidence. To prevent the movement of “rolling bad apples,” MAS is considering two options for expanding the scope of employees that FIs need to perform reference checks on.

Option 1 aligns with the proposed Harmonized and Expanded Power to issue Prohibition Orders (POs) and requires FIs to perform reference checks on individuals in risk-taking functions, risk management and control functions, critical system administration, and those who can authorize or approve payments. Option 2 is narrower and focuses only on functions that can cause or result in financial risks to FIs or customers, excluding individuals responsible for operational risk, technology risk, legal risk, regulatory risk, or reputational risk.

MAS proposes that reference checks for assessing the fitness and propriety of prospective employees in the financial sector should cover mandatory information related to the individual’s records for the past five calendar years. The lookback period is not based on years of employment but on calendar years. Employers are not required to extend the lookback period for gaps in employment history. If an individual requests confidentiality of the job-seeking process from their current employer, reference checks can be conducted after their employment has ceased.

The mandatory information to be provided for reference checks by FIs includes employment history, compliance record, balanced scorecard rating, and persistency ratio of insurance policies. FIs must provide the mandatory information specified within 21 calendar days of receiving a reference check request. The individual should be given the right to view the references prepared, and FIs should make arrangements to allow individuals to make requests and share the references prepared.

FIs may face difficulties when performing reference checks on prospective employees who are from companies outside Singapore, non-financial sectors, or FIs outside the scope of FIs described in this initiative’s scope. MAS expects FIs to take reasonable steps to request relevant information and satisfy themselves of the fitness and propriety of the prospective employees. If an FI has requested for reference checks and deemed the prospective employee suitable for the position based on other due diligence checks, it can proceed with recruitment despite the absence of a response to the reference check requests or reference checks containing insufficient information.

In conclusion, the proposal for mandatory reference checks is intended to ensure consistency and meaningful information exchange in the financial industry in Singapore. It is aligned with the international focus on preventing the movement of bad apples as outlined in the toolkit published by the Financial Stability Board Working Group on Governance Frameworks.

Check out eeCheck’s Whitepaper to Get Ready to Comply With The Newest MAS Requirements with eeCheck!

Are you ready for the new MOM Verification Requirements for Employment Pass Applications?

Ensure a seamless process by integrating it with your existing employment screening process and following these 6 best practices:

  1. Ensure a smooth process by integrating it with your existing employment screening process, and create an integrated process for consent forms and data collection from candidates for both general employment background checks and MOM verification.
  2. Save time and streamline the verification process. Establish an integrated reporting channel and access for both the background check and MOM reports for your employer and its HR, Compliance, and other related departments.
  3. Avoid potential delays and ensure a smooth data gathering process. Make sure your HR team is fully prepared to collect the necessary information and documents from the data subject. Request a list of potential documents needed for the verification service when working with us at eeCheck.
  4. Protect your employees’ personal information. Develop internal protocols and policies for data privacy, release, and protection. We take data privacy seriously at eeCheck and will work with you to ensure the confidentiality of the data subject’s personal information.
  5. Keep the data subject informed. Take a transparent and hand-in-hand approach by providing progress updates and requesting additional information from the institution when necessary. Communication is key for a smooth verification process.
  6. Don’t wait until the last minute to start the verification process as soon as possible to avoid potential delays, even though eeCheck endeavors to ensure the fastest turnaround time. Get a head start and ensure a smooth process for all parties involved.

Check out our MOM Verification Fact Sheet to learn more about MOM Verification.


Hybrid working is for the future growth

Asia-wide vaccination initiatives have been increased in an effort to reduce sickness rates and overcome economic constraints. Nearly two years after the pandemic began, firms and their employees have created a pattern for hybrid work arrangements and have come to embrace hybrid work models, even as countries reduce lockdown laws.

According to a Microsoft poll, 66% of Hong Kong workers want flexible work hours, and around 65% of the city’s business leaders are already preparing to adjust workspaces for hybrid work.

The new normal has underlined the importance of physical and mental wellness, and we believe that firms that correctly support this will see huge benefits in culture, worker retention and output.

Talent Acquisition Trends 2022

As the year comes to a close, talent acquisition and recruiting teams throughout the world prepare their individual plans for the coming year. The best TA teams cover a variety of vital duties and address crucial areas such as:

  • Troubleshooting hiring processes
  • Going through the terminology in their job descriptions again.
  • Rethinking talent management.
  • Examining what it means to be a “qualified” candidate
  • Reworking where and how to find outstanding talent

1) Constant increase of data-driven hiring

  • Consistent, data-driven talent acquisition and recruiting tactics will become standard operating procedure. 

Talent acquisition executives of today guarantee that their teams have both data-driven attitudes and the necessary technologies to implement data-driven recruiting and TA initiatives. Those talent organizations who do not embrace data in 2022 (and beyond) will struggle to cope with sourcing talent, nurturing job searchers, and recruiting the best prospects in an efficient and predictable way.

2) The growing significance of automated nurturing

  • The most important factor in offering a superior candidate experience will be personalized, intelligent nurturing.

Manually emailing prospects takes time and effort. It’s also an outmoded, ineffective, and unsustainable method of cultivating connections with prospective employees and pushing them through the recruiting funnel. In 2022 and beyond, automated nurturing will be what eliminates the unnecessary complexity and inefficiency of manual communications while also ensuring your team’s candidate approach provides a customized touch. The most effective nurturing programs strike a balance between inventiveness and perseverance. They are also evaluated and improved on a regular basis (monthly or quarterly) to guarantee that each subsequent nurturing campaign outperforms the prior one.

 3) A greater emphasis on employee involvement

  •  Employee engagement will become more important as distributed workforces become more frequent.

The Great Resignation is still in full swing as of late 2021. Meanwhile, The Great Return (to the workplace) has come to a halt. The latter has led to a collective recognition among corporate executives throughout the world that dispersed workforces would continue to be widespread in 2022. As a result, organizations with in-office and at-home workers must revise their employee engagement activities. Organizations with strong values and a clear plan to keep employees engaged will ‘win’ in a competitive market — one in which hiring top talent for various jobs and teams is no longer simple.

By reconsidering how you engage your employees, you may increase retention and demonstrate to external applicants that your organization is capable of accommodating a scattered workforce – a possible competitive differentiation.

 4) An endeavor to promote the well-being of employees

  • Business executives, especially those in talent acquisition, will place a premium on mental health and employee wellbeing.

 Burnout is a genuine thing. To make matters worse, CEOs reported that employee well-being was the area in which their companies battled the most throughout the epidemic. Leaders must face it head on in 2022 (if they haven’t already). Recruiters, talent acquisition experts, and human resources professionals have been particularly severely struck by burnout in recent years. Aside from attempting to meet ambitious hiring goals, people in TA (Talent acquisition) and HR have had to adjust to major changes such as totally remote interviewing cycles and remaining in sync with other team members. 

As a result, it’s no surprise that an emphasis on mental health and wellbeing — as well as being adaptable to employees’ demands in terms of personal well-being — is increasingly required for all businesses to survive today.

Candidate Know-How: Improve the Credit Score

As mentioned in the previous articles, the credit score is a dynamic number which changes every day. The implication for candidate is that there are ways to continuously improve the credit score. After attending workshops, sharing and reading the information provided by the major credit bureaus, below are a few key summarized tips for candidates to improve their credit score:

  1. The goal is to build up a good credit history and track record. Thus, always settle your payment on time.
  2. Do not just forget and let an overdue payment sits there. Although the amount can be small, it could be very harmful to your credit score as overdue outstanding payment would often be counted as “overdue account” in many countries’ credit reports.
  3. Do note that if you submit multiple loan/credit card applications which create credit inquiries for the credit bureau, it may harm your credit rating at that time.
  4. Review your credit report periodically to avoid any potential errors in the report. As the credit report simply contains information submitted from the bank or their information source, it could potentially contain information that do not belong to you or data that should be updated from the bank. Many countries such as United States provide their citizens one copy of their credit report at no charge every year, so this is definitely a good practice to obtain the report.
  5. Finally, spend the time to review and understand the information in the credit report. This gives you a better understanding of your current credit status and you can start planning on improving it today!

For more information about credit score or credit report, do read over other articles we have published or join our upcoming events.

How Much is a Typical Background Check?

The reason why I have decided to write this article is because this is a question that always come up in different networking events. And, the answer is as typical as expected: it depends. Yet, a background check could range from under one hundred to more than a thousand US dollars depending on your needs and the candidate’s background. Below are three employees which possess very different background and background check requirements:

  1. An entry-level frontline officer in which a bankruptcy record check is sufficient to satisfy the compliance requirement.
  2. A technical manager who has worked in Singapore and United States in which 4 background check service items are required for both countries.
  3. Experienced CEO worked and lived in 6 countries globally and need 8 background check service items per country.

Thus, it is definitely a myth for many small and medium enterprises to think that background check is an expensive exercise only designed for the established organizations. It is also not true that background check should only be applicable for senior executives. Indeed, the background check result adds values to the decision of every hire which in turn minimize any potential risk impact from the wrong hires and lower employee turnover. Connect with the eeCheck consultants in our Singapore, Hong Kong or China offices today to understand how we can help you to design a background check program that maximize the return on investment for every hire while meeting your budget needs.

Background Check FAQ: Consent Forms for Background Check

One of the questions often being asked is whether it is necessary for candidates or existing employees to sign the consent/authorization forms for background check? To satisfy different privacy law requirements, signing the consent/authorization forms would not only protect the candidate but also the prospective employer and all stakeholders involved in the background check process. Some countries’ privacy laws indeed also have very strict requirements as to what information needs to be included and what can’t be done for the consent and authorization forms.

In general, the consent and authorization form would also need to be carefully reviewed to ensure it is simple enough and at the same time able to explain the privacy rights and obligations for the candidate/employee in compliance with all the global and local laws and regulations. Some of the background check items (e.g., criminal record check, credit check) would also often require having a separate form to be signed.

Furthermore, HR departments or the hiring managers should also provide a clear explanation and answer any question the candidate might have regarding both the background check process and the corresponding consent and authorization forms to avoid any potential issues.

Connect with eeCheck today to learn more about the industry best practice for the background check consent and authorization forms.

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