Why Recruiters Need to Add Online Screening to their TA Tech Stacks
Your hiring managers are already doing this and it’s putting your company at risk – this solution can empower your team and keep you compliant
While HR and recruiting are typically seen by finance and business leaders as cost-centers, this couldn’t be further from the truth. Companies wouldn’t be able to make products, sell them, or service customers without their people. We all saw this first hand recently when thousands of businesses closed their doors due to labor shortages. Getting the right people in the right positions at the right time is a critical business function.
Unfortunately, this is not an easy task. Attracting and hiring great talent takes skills, strategy, people-power, and a robust HR Tech and TA Tech stack. Without these, organizations will continue to struggle to fill roles, or worse – hire the wrong people who engage in misconduct that harms the organization, its people, its customers, corporate leaders, board directors, and even shareholders.
Recruiters are a company’s first line of defense when it comes to hiring the right people who will positively impact the company – and they have always been. Beyond attracting and sourcing talent, nurturing candidates, and screening candidates for the right skills and experiences, recruiting and onboarding professionals have long led the charge of screening for other kinds of behaviors, as well. Background checks, drug tests, and reference checks are some of the oldest screening methods and oldest types of HR technology that still exist on the market today used by recruiters.
What’s new, however, is where misconduct is taking place and how organizations can modernize their screening processes to keep up with the times. For years now, hiring managers have been taking it upon themselves to close the gaps in the screening process by Googling candidates and adding them on social media to check their profiles and activity. This is so common, in fact, that 3 in 4 hiring managers look candidates up on social media before hiring them, and 8 in 10 of those actually chose not to hire candidates because of information they found online.
There are several problems with this:
- it reveals protected class information and you can’t unring the bell
- it there’s too much information to find and screen manually
- it’s can be challenging to ensure the profiles hiring managers are reviewing actually belong to the candidate instead of a different person with the same name
- there’s not a good way to create a consistent (legally-defensible) process
In fact, a 2023 study revealed that 1 in 6 hiring managers purposefully look at social media to find answers to illegal interview questions.
This is why recruiters must adjust the way they screen candidates – similar to the changes hiring managers have made but more efficient, cost effective, and compliant. Like Chad & Cheese say on their podcast, online screening has become increasingly essential.
You can do this by updating your screening policies and adding an online screening solution to your TA tech stack can help you keep up with the times, uncover misconduct behaviors to improve quality of hire, and doing this while keeping your hiring process and workplace compliant.
Learn more about how Fama’s online screening for workplace misconduct can help.
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