4 November

Hybrid working is for the future growth

eeCheckThought Leadership

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.

2 November

Talent acquisition trends 2022

eeCheckTalent Acquisition Trend

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.

8 June

Candidate Know-How: Improve the Credit Score

eeCheckBackground Check 101

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.

15 May

How Much is a Typical Background Check?

eeCheckBackground Check FAQ

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.

25 April

Background Check FAQ: Consent Forms for Background Check

eeCheckBackground Check FAQ

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.

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!

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