How to Evaluate a Pre-Hire System | Compli.com

How to Evaluate a Pre-Hire System

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Article: How to Evaluate a Pre-Hire System

Article Date: Thursday, February 17, 2011

Author: Compli

Article Source: Compli

evaluateprehire_chcklist.pdf

How to Evaluate a Pre-Hire System

The following is an outline of key questions to ask when evaluating a pre-hire system, including recruitment/applicant tracking as well as background screening providers:

Pre-Hire Applicant Tracking Systems Evaluation Questions:

• Does the on-line application allow a dealership to “brand” their site?
• Does the system enable a dealership to customize the application or are they required to use the standard application provided?
• Can an applicant apply for multiple positions using the same application?
• Can the system administrator or hiring manager log in to the system to update information?
• How are requisitions managed?
• What are the reporting capabilities?
• Is there a way to track the positions that an applicant has applied for?
• Is there a way to search the database of candidates?
• Is there a way to post to third party job boards?
• Is there a way to manage jobs by location, department, etc?
• Is there a way to track communications with candidates?
• Is there a way to automatically screen out unqualified candidates?
• Is there a way to weight questions differently?
• Does the system track diversity hires?
• Does the system house I-9 information?
• Does the system track sourcing?
• Does it enable a “cost per- hire” analysis”?
• Does the system enable the sending of “No Thank You” letters?
• Does the system include a Career Page?
• Does it automatically send out a letter or other communication upon the receipt of a resume?

Pre-Hire Background Screening Evaluation Questions:

• Do the background checks take more than 24 - 48 hours?
• When a vendor says they are faster, what do they mean? Do they utilize CourtDirect to pull nearly all of their records requests directly from the court houses?
• When a vendor says they are “more accurate”, what do they mean?
• Is the vendor ISO 9001-2008 Certified?
• Do they have a Lean Six-Sigma continuous quality improvement program in place?
• Does the background screening firm have a compliance department? Lawyers on staff? Access to legal opinions?
• Does the background screening company utilize state of the art data security and encryption methodologies?
• Do the vendor provide real time 24/7 access to pending and completed reports?
• Do they provide real time access to archived reports?
• Are background screening reports easy to read, with important information summarized at the top for ease of use?
• Does the provider have integrations with the courts to obtain information real time or are they using third party court runners to manually hand pull information?
• Do the vendor provide customers with access to knowledgeable staff that can answer questions about services and results?
• Are the background reports compliant with all state and federal reporting restrictions?
• Does the vendor notify their clients of changes in state and federal laws which directly affect client compliance?
• Does the vendor know and understand the auto dealership industry?
• Does the background screening vendor directly manage their customer’s drug screening program?
• Does the drug screening provider offer electronic chain of custody technology?
• Does the drug screening provider manage client’s random screening program? Post accident screening?