4 April

Agility in Employment Screening

eeCheckThought Leadership

Agility in Employment Screening

In the last article, we explained how nimbleness contributes to a fast and successful background check. This time, we will further explain how Agility (an eeCheck DNA) contributes to the success of the entire employment screening process.

Prior to founding eeCheck, we always ask ourselves the following questions:

  • Why are these background check process so rigid and slow?
  • Can the background check consultants be more flexible in the way they do things?
  • Can the background check vendors’ workflows be changed to adapt to ours?

This is how we started eeCheck with a vision to change the HR world and make it a better place. And, agility is in the backbone of our game.
Thus, once you started working with eeCheck, you will see agility everywhere in the service, such as the followings:

  •  eeCheck consultants spending time to understand your needs and workflow and give suggestions to improve the entire screening process.
  • eeCheck’s online systems keep improving and tailored to your needs.
  • eeCheck consultants handle candidates with flexibility, yet within agreed and proven procedures and protocols.
  • eeCheck consultants provide you with best practices learnt from other clients.

To provide background check service that truly fit with HR needs, stay agile and flexible is definitely an important factor. Connect our Singapore, Hong Kong and China offices today to explore how we can assist your recruitment team in Asia in their employment screening process.

14 March

What’s Unique in an Executive Background Check?

eeCheckBackground Check 101

What’s Unique in an Executive Background Check?

As eeCheck, executive background checks are being specially taken care of. There are several reasons for such arrangement:

  1. The complexity in the background check and required documents: As the background checks required are often more comprehensive, there are more documents needed to be completed to initiate the background check process.
  2. The complexity in the privacy laws and procedures to complete different countries’ background checks: There are often more countries involved for the background checks as the candidates often have worked in multiple countries.
  3. The sensitivity of the role and the timeline required to complete the due diligence.
  4. The professionalism in the background check process: As the candidate and their referees are often C-level executives, it requires high-level of professionalism and care for the process.

For your next executive hire, would you like to provide them with an experience that embrace the branding of your organization and HR department? Connect with eeCheck today to explore how we can assist you to achieve such purpose.

1 February

A Nimble Background Check

eeCheckBackground Check Trend

A Nimble Background Check

Agile and nimble are listed as eeCheck’s core values. We have deliberately selected the word “nimble” to represent who we are and what we believe would contribute to the best and fastest background check.Every eeCheck consultant understands the importance in delivering fast turnaround time in our service, especially in many cases, candidate cannot go onboard without the clearance in their background checks. However, the nature of background check requires a lot of follow up actions and responsiveness in the process to ensure when there is anything comes up, they are acted upon immediately.  This is exactly how eeCheck has structured our team, role, responsibilities and most importantly our corporate culture. Below is what would happen in eeCheck when immediate actions are required in the background check process:

  • Enjoy and take on any potential challenges – a proactive and positive mentality is always very important!
  • Seek for advice from other experts in the team if necessary.
  • Consider all available options and select the best solution in client’s perspectives.
  • Communicate clearly with all stakeholders if necessary.
  • Allocate resources and additional team members to take on the project.

We believe why large organizations would grow old and die is because of the lack of eagerness, curiosity, passion and energy. This is exactly what eeCheck consultants are filled up with which makes our service nimble every day. Connect with our consultants at our Singapore, Hong Kong, China and other offices today to understand how we can assist you to speed up your employment screening process.

9 January

Counting Background Check Completion Time by Hours, Not Days.

eeCheckThought Leadership

Counting Background Check Completion Time by Hours, Not Days.

I have always been hearing stories about how background checks are taking months to complete, delaying the entire on-boarding process. This was exactly the key drive for our founding team to start eeCheck in the Asia Pacific region with a mission to assist organizations to achieve “better hiring” – better hiring process and decisions.In our internal meetings, we have always been asking questions to challenge the status quo and wanted to make what’s impossible to become possible. One of the questions being raised is “can we complete background check in hours and not even days?”To make this possible, we have executed the following in our organization:

  • Corporate culture and values – we believe everything starts with the team itself. Without a team of professional consultants to have the same vision and mission, everything would only be a dream. We believe that by creating a corporate culture of “client first” and building a team of consultants aligning with our corporate values such as “nimble” and “agile” would make a real difference. Everyone in the team would know that speed is key.
  • Collaboration systems – Without good project management tools and collaboration systems, background check cases will be pending for days especially when internal communication error happens. At eeCheck, we utilize the best systems and revisit and make changes to our system.
  • Team structure – At eeCheck, we have created a team structure that is agile and accountable for their results.
  • Internal audit and tracking systems – what gets measured gets result! At eeCheck, we are full of achievers who like to know their current performance and these talent constantly develop ways to improve themselves and the workflows.
  • Client and candidate online communication systems – the overall turnaround time indeed not only depend on the background check vendor but also the client and candidate. Thus, we want to provide better process and tools to make it happen. As always, we want to take the lead on this but we are actually following the clients’ needs – customizing different workflow for different industries and companies.

Connect with our Singapore, Hong Kong and China offices today to explore how we can revolutionize your employment screening process.

19 December

Reference Letter and Reference Check

eeCheckBackground Check 101

Reference Letter and Reference Check

Human Resources are often being requested to provide a reference letter or employment letter for people leaving their organizations. Such letter would generally include employment details such as employment dates, position held and satisfactory performance statements if being considered as doing a good job.The question often asked is whether it is still necessary to perform a reference check given a candidate has already provided an employment reference letter? The obvious answer is yes but there are several reasons why HR practitioners are often not performing such check:

  1. The complexity and low respond rate of the reference check
  2. The research required to reach the right contact person to complete the reference check
  3. The low rate of discovering new or useful information in the reference check
  4. The busy schedule of the recruiters
  5. The cost involved in hiring professional firms to complete the reference check

Indeed, if performed properly with the right procedures and protocols, reference checks can be completed within a period that truly add values to the hiring decision. According to our experience, conducting a reference check not only provides verification for employment information but also capture the candidate’s working style and track record that are very useful for both the recruiter and future manager.Connect with Hong Kong, Singapore, China and other Asia offices today to explore how our consultants can help you to fully utilize the information captured in the reference check process to achieve “better hiring” – better hiring process and decisions!

12 November

Why Choosing A Firm Focusing on Employment Screening

eeCheckThought Leadership

Why Choosing A Firm Focusing on Employment Screening

At eeCheck, we are always proud to say to others that we are purely focused on employment screening. With such statement in mind, below are the things that come along which adds to our long-term competitive advantages:

  1. Processes are fully designed for employment screening: Unlike other commercial investigation firms which do KYC or other due diligence, all the internal processes for Employment Screening firms like eeCheck is solely designed for employment screening. The implication is that all of our investment and manpower are focused just to make such processes better, faster and more efficient.
  2. Legal and compliance: Unlike the private investigators, our processes and reports are being utilized for established organizations’ employment purposes. Unauthorized background checks would never be processed.
  3. HR Friendly Solution: As the focused is on employment screening, we spend our time to get to know what HR needs and help to solve their real issues. This is why employment screening firms often provide online systems that synchronize and make HR’s lives easier.

As always, employment screening could add values to your talent acquisition process if executed with good care and benchmarked with the industry standards. Connect with our Hong Kong, Singapore, China or Asia offices today to explore how we can assist you to achieve “better hiring – better hiring process and decisions”.

1 November

Is Obtaining a Copy of Education Certificate Enough?

eeCheckBackground Check 101

Is Obtaining a Copy of Education Certificate Enough?

It has been a norm and general practice for HR department to request a copy of the candidate’s university graduation certificate as a proof for their qualification and keep that in the candidate’s personal file. Indeed, have we ever wondered how many fake certificates are there in our company’s personnel file?

This is an interesting question. According to our experience, there are quite a few different versions of fake certificates, such as the below situations:

  • The candidate has ordered a fake undergraduate degree certificate for a reputable university from these so-called “diploma replacement companies”. These certificates look very authentic and often have the watermark, signature and everything on there.
  • The candidate has ordered an undergraduate degree certificate for a fake university from degree mills. As these universities are fake, these degree mills often would provide an additional service to verify the fake degree for an annual fee.
  • The candidate has obtained a 2-years professional diploma from University A and deliberately changed the information to a 4-years undergraduate degree program.
  • The candidate took a degree certificate from a friend and changed the personal information on there.

Instead of taking the risk of storing these fake certificates, let’s connect with the eeCheck team today to implement the industry proven protocols to effectively take care of the education qualification verification process today.

24 October

8 Keys to Success for Performance Reference Check

eeCheckBackground Check 101

8 Keys to Success for Performance Reference Check

While many recruiters have been conducting performance reference check, only few are able to fully utilize the results for better hiring decisions. Indeed, some would even fall into the trap of getting into potential legal issues with job candidates and their previous employers and referees.

After working in the industry for many years, below includes a list of keys to success prior to including performance reference check to your employment screening program:

  • Ensure there is clear, explicit and written consent and authorization from the job candidate for the reference check.
  • Make sure the questions covered in the performance reference check is permitted by the local privacy laws.
  • Different questions should be tailored for different roles and industries.
  • Ensure the years of coverage for the employment is allowed by the local privacy laws.
  • Mirror the questions in the performance reference check with clients’ interview questions.
  • Have a procedure and protocol in place for data access, correction and deletion.
  • Only use the performance reference check result as one of the considerable factors for the hiring decisions.
  • Work closely with job candidate for better information resulting in faster completion time.

As always, effective employment screening program would make significant positive contribution for your hiring decisions. Connect with the eeCheck consultants today to learn more about how performance reference check could assist you to achieve “Better Hiring – Better hiring process and decisions”.

22 October

Employment Screening’s Role in Employer Branding

eeCheckBackground Check Trend

Employment Screening’s Role in Employer Branding

The talent war has always been there and nowadays it has been raising to a whole new level when organizations around the world have been investing heavily to improve their candidate experience. Employer branding has also become more important than ever when it comes to the candidate’s decision to join your firm.Now, there is one question in mind, how does employment screening fits in this process? According to our experience in working with new clients, employment screening is often seen as a tedious and lengthy process that creates trouble for the candidate and delays their on-boarding dates.After discussing with different recruiters, we at eeCheck has realized that we will need to take a completely different approach to ensure employment screening would not harm the candidate experience and at the same time add values and contribute to create better employer branding. Below is a list of some of the key points:

  • Understand, Integrate and Streamline the Process: Understand and integrate with the organization’s current talent acquisition process to improve the overall efficiency. In this process, we want to streamline the workflow to ensure we provide service at the fastest available turnaround time.
  • Employment Screening Positioning: Position employment screening as a value-added process to select the best candidates and improve the onboarding process. The job to be done here really is to let candidate understands the importance of employment screening and how it can create a better workplace.
  • Set Clear Expectations: As a trusted advisor, eeCheck consultants always provide guidance for recruiters to provide clear instructions and set expectations for the background check process for the candidates.
  • Communication and Collaboration: Both the recruiter and eeCheck consultants would work and communicate with each other closely at all times. At eeCheck, we view ourselves as an extended arm of our clients in which we represent the brand of our client every time we communicate with candidates, referees or any other stakeholders in the background check process.

I hope the above 4 key insights could inspire and add values to how your team may utilize background screening to add values to your employer brand today!

19 October

Credit Report FAQ: What is a Credit Score?

eeCheckBackground Check FAQ

Credit Report FAQ: What is a Credit Score?

Credit score is a dynamic number calculated by different credit bureaus utilizing their own algorithm that reflect your current credit standing based on your credit history. This might include your current outstanding payment, payment history and credit inquiry history. While the concept is similar, the information contained in the credit report varies across different countries and credit bureaus which in turn affect the algorithm of the credit score calculation.As an example, below is how TransUnion’s credit score calculated in the United States:

  • Payment history: 40%
  • Credit utilization: 20%
  • Length of credit history: 21%
  • Total amount of recently reported balances: 11%
  • New credit accounts are responsible for 5%

Source: TransUnion LLC. – https://www.transunion.com/credit-scoreDo note that the credit score is just a dynamic changing number that reflect the candidate’s current credit standing and it is likely to be changed overtime. For employment purposes, recruiters should consider different information in the credit report that might be related to the hiring decisions and industry compliance needs allowed by the local labor and privacy laws and regulations.

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