Frito Lay Says Hiring Manager Has to Review My Background Check

Engineering is helping to elevate the verification process.

Past Russ Banham

Frito-Lay's respective founders didn't need to deport employment groundwork checks when each launched the companies that would eventually merge to become Frito-Lay in 1961. Charles Doolin was Frito's sole employee when he began selling corn chips from the back of his Model T Ford in 1932. The same year, Herman W. Lay began his potato chip concern in much the same fashion.

Fast-forrard a few decades and information technology'south a different story. Frito- Lay, now part of giant PepsiCo, employs 48,000 people worldwide. Hiring employees requires extensive background checks as function of the employment process. In addition to maintaining compliance with employment regulations, the company also seeks to deliver an accurate and swift process for task candidates and its own internal talent acquisition needs.

"We want to nowadays a clear message to job applicants that nosotros are an employer of choice with a strong employeevalue proposition," says Lauren McEntire, senior manager of organization and direction evolution at Plano, Texas-based Frito-Lay NA, a segmentation of PepsiCo. "Being upwardly- to-appointment with hiring engineering systems and processes, in the context of the candidate feel, is an important function of this goal."

It is also important to Frito-Lay that task candidates experience a straightforward process when providing information necessary to do a background bank check. To do this successfully, there are many technology elements at play behind the scenes. By integrating Frito-Lay's bidder tracking system (ATS) with the background screening applied science, the candidate's perception is one of a "polished, seamless process to share his or her employment information," McEntire says. "It is important to u.s. that candidates tin can provide authorizations and disclosures for background screening in a simple, secure way that is also seamless, so they have no concerns virtually what they'resharing. We put a lot of time and effort to make certain the hiring procedure is extremely smooth and accurate."

Frito-Lay'southward background screening provider is Atlanta-based Starting time Reward, which provides a technology solution that integrates with Frito-Lay's ATS. First Advantage prides itself on its invisibility to job candidates. "We realize we correspond the employment make of our customers," says Bill Franck, Kickoff Advantage executive vice president and customer portfolio manager. "Every candidate is a potential employee, and his or her experiences are straight related to their start interactions with the hiring system. Nosotros want these to be positive experiences. We want them to feel they are being treated as human beings. This is the correct thing to exercise and it as well is of great value to the employer's recruitment objectives."

Such experiences have non always been the case with background screening. Slip-ups were not infrequent in the past, particularly cases where people take mutual terminal names like Johnson or Smith. No one wants to be accused of some other's offense or of having presented inaccurate educational criteria.

"A common error is a father and son with the same proper name, admitting missing the Jr. and Sr.," Franck notes. "The son is right out of higher with a stellar future alee of him, but his father had problem with the police force in past. Meanwhile, their address is the same. If the background screener does non utilize multiple record identifiers, accuracy tin can be a trouble."

To minimize the possibility of error, employee screening provider Orange Tree leverages identifiers provided past the bidder or developed through the screening process (similar a date of birth, middle names and initials, proper noun suffix, AKAs and current and former addresses). Says Heidi Seaton, vice president of operations and compliance for the Minneapolis- based company, "Our priority is to confirm a potential record really is a match to the applicant before we would report information technology to an employer."

Checks and Balances
Organizations mitigate risk through background screening to avert hiring an employee with a criminal by or a range of fictitious accomplishments. And it'due south warranted. According to the ADP Annual Screening Index, 41 percent of employment, education and/or credential reference checks revealed a difference of information between what the applicant provided and what the source reported. Two-thirdsof all job applicants in another study say they have stretched the truth at least once in an attempt to land a chore. And more than a few job applicants accept been able to hide criminal pasts.

"The reality of the industry is that although some employers and schools practice store historical verification information by social security number, the majority of county court systems exercise non," says Seaton. "A thorough criminal search (is required) to clinch that a criminal tape really does belong to an bidder earlier we written report that tape to an employer."

Hiring the incorrect employee is dangerous and expensive. Workplace violence accounts for xviii percent of all violent crime, according to one study, and, of the 4,547 fatal workplace injuries that occurred in the United States in 2010, 506 were workplace homicides, the Bureau of Labor Statistics reports.

Groundwork screening is a vital part of the employment process, one that, if done well, can result in superior talent acquisition at lower cost. Co-ordinate to the U.S. Small Business organization Administration, for every dollar an employer invests in employment screening, the return on this investment ranges between $5 and $xvi, resulting from improved productivity, reduced absenteeism, lower turnover, and decreased employer liability.
With regard to the cost, the U.S. Department of Labor finds that the boilerplate employer expense for a bad hiring decision can equal 30 per centum of the employee's first-year income. Virtually 80 percent of worker turnover issues are linked to poor hiring decisions, and the longer that wrong employees stay on the task, the more than it volition toll to replace them.

These sobering facts explain the vital necessity of assuring the nearly authentic background checks possible. At the same fourth dimension, information technology is equally of import that the job candidate not feel like he or she is beingness unfairly judged or singled out because of an overly burdensome screening process. For employers, this can be a Solomon-like exercise, given the various laws and regulations governing employment practices.
"With the EEOC (Equal Employment Opportunity Commission) and FCRA (Off-white Credit Reporting Act) regulations, in addition to similar state rules, we need to ensure for our clients that nosotros're in complete compliance, and so nil pops up to affect their employment brand," says Brandon Phillips, president and CEO of Global 60 minutes Research,a Fort Myers, Fla.-based employee lifecycle management provider that provides background screening services and ATS solutions.

The firm takes compliance so seriously that it has hired a former Secret Service agent, James Parker, as its director of compliance. "He works with our legal section and chief operating officer to make sure that any changes in state employment laws or federal regulations are carefully and closely monitored," Phillips says. "We then make fast and thorough adjustments to our system to ensure we are in compliance with the irresolute regulations, and at the same time inform our clients of these changes."

McEntire from Frito-Lay says the data analytics she receives on a routine basis from First Advantage assists the company to brand more informed decisions. "We are at the mercy of courtroom records, and First Advantage helps the states make up one's mind what background searches and components are nearly likely to return the near accurate and comprehensive records. While we want to hire the all-time quality candidate possible, we too want to give every candidate the opportunity to compete for the task. Commencement Advantage helps the states do both."

Branding Benefits
Employment branding is playing a larger role in the talent conquering process, and swift and painless background screening tin have a positive impact. Organizations strive to portray the reasons why the best and brightest would want to piece of work for them. A hiring experience that is error-prone, overly intrusive, or suggests the employer is technologically unsophisticated will probable steer summit-notch talent elsewhere.

"The competition for skills is tearing, making it that much more than of import that the employer strike the right tone with the candidate by ensuring a smooth and speedy hiring experience," Franck says. "It also must provide the highest caste of accuracy."

In this regard, the firm has developed a dispute mechanism whereby it allows candidates at any time to get their full groundwork study. "If we find something derogatory, we notify the candidate in writing what we've institute. If they experience the information is not accurate, they can call into our dispute middle and work towards a resolution," Franck says.

Accuracy, speed and an efficient, positive candidate experience are the aforementioned qualities that gaming company Penn National seeks to provide its job applicants. "My job is to focus on efforts that improve interactions with our chore candidates, and simplifying the awarding process is a huge part of this," says Tamsin Bencivengo, talent acquisition manager at the Wyomissing, Penn.-based gaming company, comprised of 19 casinos, race tracks and off-rail wagering sites across the country.

"The integration between our ATS and our provider'south groundwork screening engineering science is crucial in these regards," she explains. "Nosotros want everything to be electronic and in i arrangement, and for the candidate to non realize there is a split up background screening vendor [Orange Tree] in the background."

Ane of her goals is to limit the amount of candidate endeavour involved in the hiring procedure. "By pulling the data the applicant provides to Orange Tree into our ATS, they only input this data one time," she says. "This makes the experience simplified and streamlined and information technology shortens the time to rent for us. Information technology's a win-win: Information technology enhances the candidate experience, while positively affecting our bottom line."

System-to-organisation integration is important besides to Frito-Lay. "Nosotros tin order a background cheque from our ATS and view all updates in the ATS," McEntire says. "It is nice for our front end line administrators and hiring managers non to have separate accounts, logins, and people for resets and other bug."

Franck from First Advantage points out how the process works: "They give us the candidate information and nosotros transport emails to the applicants to create their own login, user ID and countersign. To the candidate, it all looks like Frito-Lay is contacting them for this information straight and is also receiving information technology."

Technological sophistication is similarly important to the candidate experience, he adds. "If we are missing certain data, nosotros interact with the candidate electronically, which is the way well-nigh job hunters, particularly Millennials, want to interact," Franck says. "Again, it appears they are interacting solely and exclusively with Frito-Lay."

Since candidate information is simply entered once, in that location is less chance of error. "The fewer touch points there are, the greater the accuracy and speed, which is important in the `war for talent,'" Franck asserts. "The recruiter and the hiring director each get the data right away and have a single view of this data."

  New Tweaks
The interplay between employers and providers is improving. First Advantage, for instance, recently added a mobile feature to its background screening platform. "This way, a recruiter at a job fair away from his or her desk can check on the condition of people going through the screening process," Franck says. "If a candidate moves from `in process' to `approve,' it's there for them to see, and thereby immediately extend an offer. It'south but 1 more manner to fill the job postal service faster."

Global HR Research offers its clients that lack an ATS admission to its own proprietary bidder tracking system, called Jobmatcher. The ATS is linked to the firm'southward background screening technology. "We also have a screening solution for volunteers—people who are independent contractors or other types of contingent workers," Phillips says.

While the providers ease the hiring process, Bencivengo at Penn National points out that at the terminate of the twenty-four hour period, the employer still has to brand the decision of whom to hire. "It is nifty that we are gathering all this information when nosotros need it, but if something is disclosed during the screening process it is our responsibility to dig into it," she explains. "While Orange Tree has provided hiring guides that aid u.s. through the system that suggest us to stop, go along, or conduct a review, information technology is our responsibility to nevertheless carefully counterbalance this information to brand the advisable hiring decisions."

Alas, this part of the employment process cannot be outsourced.

Verification Value
Groundwork screening delivers some very influential information. Consider the following:

• The ADP Almanac Screening Index reports 41 percent of employment, education, and/ or credential reference checks revealed a difference of information between what the applicant provided and what the source reported.

• Sixty-six per centum of all job applicants say they take stretched the truth at least one time in an attempt to country a task.
• The U.South. Small Concern Administration reports for every dollar an employer invests in employment screening, the return on this investment ranges betwixt $v and $16.
• The U.Due south. Department of Labor finds that the average employer expense for a bad hiring decision can equal 30 percent of the employee'due south first-twelvemonth income.

 

  Hiring Right: Get More From Your Background Screening

  Components of today's approaches to screening and hiring candidates are well beyond a mere groundwork bank check and verification. Today's process includes:

• Integration with applicant tracking systems
• An elevated candidate experience
• Analytics and reports to nil in on constructive metrics
• Employment branding in technology applications
• On-the-go mobile applications

Russ Banham tin can be reached at www.russbanham.com

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Source: https://www.hrotoday.com/news/talent-acquisition/screening-2-0/

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