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.

8 October

Candidate’s Role in Facilitating the Background Check Process

eeCheckBackground Check 101

Candidate’s Role in Facilitating the Background Check Process

This is often a myth that the background check process is solely the responsibility of the employment screening firm. Indeed, this is right and not right. As a trust advisor, our consultants would often take a leading role to ensure all stakeholders are taking part and contributing to a successful background check. However, such stakeholder including the HR department and the candidate would need to be ready for the background check.Below is a brief checklist for candidates:

  • Up-to-date referee contact information.
  • Referees informed for eeCheck and the background check that will take place.
  • Completed consent and authorization documents with clear dates and details.
  • Education certificate or license number for specific institutions and authorities.
  • Identity documents and number.
  • Address proof for some specific background checks.
  • Employment letter or proof for some circumstances.
  • List of previously used names.
  • Candidate’s personal contact information that can be reached in a timely basis.

Do connect with eeCheck today to explore other insights that can be shared with your candidates to improve your employment screening process.

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