Technological Innovations in BGV industry

Overview

An interesting conversation by two  industry HR leaders Sreekumar and Venkat, This blog deep dives into How Technological Innovations in BGV industry helps to limit Risk in Hiring

Sreekumar, a senior HR Manager, while taking his morning walk in Tower Park, Anna Nagar, in the suburbs of Chennai, bumps into his friend, Venkat, an HR Manager from a public sector enterprise.

Venkat has just come back from New York. After the customary exchange of pleasantries, the two engage in conversation, covering all recent issues. The conversation veers around the trustworthiness of employees.

Citing the recent murder in Mylapore, Chennai, Sreekumar tells Venkat how the trust deficit proves a bane.

Venkat narrates how his personnel administration as it was called then (not HR)  had to cope with the traditional background check method in those days before the advent of technology.

He agrees with his older friend that the traditional method of conducting background checks will not serve the purpose. He adds that technology has transformed the employee verification process with more accuracy.

Venkat says that HR professionals face a challenging time screening candidates with remote joining and work-from-home options becoming rampant. He agrees that this has become a lot easier with the advent of new technology and explained How Technological Innovations in BGV industry helps to limit risk in hiring for HR fraternity.

Sreekumar says that it is critical for a new-age entity to understand whom they are hiring. He adds that the advantages of technology in screening potential employees help make sure that companies are hiring trustworthy candidates.

Latest Technological Innovations in BGV industry :

Thanks to the disruption Artificial Intelligence has caused in the way we conduct business, it helps large amounts of data be processed within a short period, says Sreekumar.

He adds: A simple Google search with the candidate’s name will give you a bird’s eye view of matching names from databases across the web in a matter of seconds!

Complex data analytics, along with AI and Machine Learning (ML), can prioritize data as per its relevance and present it to the HR team with more valuable data first. This helps the HR personnel to make sure that they are hiring the right candidates.”

Venkat is more curious to know steps that can make the lives of HR personnel a lot easier,. Sensing his curiosity, Sreekumar offers some tips in right earnest.

The HR personnel needs to ensure that their background screening process is fool-proof. Throwing light on background checking and authorization process, Sreekumar points out: “Some countries need the authorization of the candidates with clear disclosures before conducting a background check. However, inadvertently, the HR personnel can violate such requirements and, in the process, face both regulatory fines and lawsuits.”

But, background screening technology reduces the risk of non-compliance by automating the disclosure and authorization process. Thanks to the screening technology, it sends compliance disclosures to candidates, facilitates their electronic authorization, and stores all documents in a secure place.

“Instead of exchanging disclosure and authorization documents with the potential candidates over e-mail, screening technology helps handle the process fairly,” Sreekumar says.

Background screening technology can automate critical workflows in the hiring process. It helps HRs save time, improve regulatory compliance, and create a better candidate experience.

Applicant Tracking System

“We can avoid double-entry with the help of the Applicant Tracking System (ATS). HR teams can simplify keeping track of thousands of resumes and candidate details. When integrated with background screening technology, the ATS avoids double-entry and lets talent acquisition staff knows where candidates are in the screening process.

When your ATS and background screening process are integrated, candidate demographic data flows seamlessly from ATS to the background screening platform.  “With it, you can quickly move from the job offer to the background screening process, which also helps to improve the candidate experience.”

According to Sreekumar, health screening can be simplified using tech tools. “Employment health screening requires candidates to plan a visit to a testing facility, but tech can ensure the process is not cumbersome or be held up by scheduling delays.

With the benefit of mobile, paperless health and drug screening technology, HR can give candidates access to an easy-to-use portal where they can look for testing facilities near their location, schedule their test, and access their results when ready.”

Application programming interfaces

“Advancements in cloud computing allow screening platforms to process larger volumes of data. Application programming interfaces (APIs) provide better integration between screening platforms’ tools and customers’ systems. ML algorithms speed up the time taken for background checks.

E-referencing

Facilitated by technology, e-references can be requested in seconds, triggering an instant e-mail notification to the referee. The referee can complete the reference on any device and at any time that suits them, with all their responses being recorded directly in the e-reference system.

E-referencing provides the referee the ultimate convenience and flexibility to provide their reference at a time and place that suits them. When e-references are received digitally, it frees up time for HR staff by avoiding ‘phone tag’ and helps them to get on with other responsibilities. Since the efficiency is improved, it helps to create a quicker and more accurate process for onboarding new employees – that suits the requirement of today’s fast-paced business environment.”

With verifiable data, real-time verification is possible quickly and securely. “AI-based authentication, deep search, match score, OCR, face-match, and other tech competencies effectively adapt to unique use cases. As businesses worldwide go remote, automating employee verification and onboarding processes has become possible with AI.

Digital Address Verification

HR can verify identity, criminal background, and employment records in seconds. Address verification, which used to take several days, can now be completed in minutes with a digital address verification product. Criminal record checks can now be accomplished quickly because of technology. Electronic signatures or an Aadhaar-based e-sign can digitize the entire documentation part of the onboarding process. This helps make the hiring process seamless, secure, and convenient.”

More government bodies, educational institutes, and businesses are moving towards digitizing their databases. The role of technology will only go up further in the verification space.

With AI technology becoming more intuitive with machine learning – background data intelligence will help employers identify genuine candidates and hire employees with a proven background of identity, profile, and reputation.

Emphasizing how the HR personnel have to be responsible with technology to avoid risks, Sreekumar says: “Data privacy is a great responsibility. Digitization in HR means they have to keep the user information secure and safe.

With regulations and mandates around background verification evolving, it becomes the responsibility of service providers to handle the data responsibly. HR needs to take this up with utmost seriousness. Hence strong policies, data security measures, and adherence to global guidelines become vital for the HR space.”