I am the Best Candidate! The Truth about Job Seekers - an ASEAN Perspective

Transcription

1 I am the Best Candidate! The Truth about Job Seekers - an ASEAN Perspective Presented by: Wayne Tollemache, Executive Managing Director Asia Pacific AmCham Singapore 25 June 2010

2 Agenda The Statistics The Challenge The Solution Every organization is at risk. To find, hire & retain the right employees in a timely & costefficiently. Reduce time, cost & risks associated with candidate recruiting - Background screening 2

3 The Statistics

4 Most popular checks in the region Top four checks done in 2009 Education Database Database Employment Employment Database Employment Employment Education Criminal Employment Education Education Criminal Education Professional Professional Professional Database Address 2009

5 Asia Pacific Discrepancy Percentage 5

6 Examples of What We See In Asia 6

7 More examples 7

8 The Challenge

9 The HR Manager Challenge finding candidates with the Cost effectively & on-time

10 I am the Best Candidate! NOT. 1. Education Degree Fraud Fake college/university certificates available online. 2. Stretching dates to cover employment gaps From covering frequent short-term job hoping to criminal jail terms 3. Enhancing job titles & descriptions Job titles like Executive changed to Manager or Assistant to Senior 4. Exaggerating salaries To command more from the prospective employer 5. Getting fake references From getting friends or relatives to give fake references or professional referencing agencies available online 10 An estimated 18-20% of CVs have misrepresentations across APAC

11 Why Screen - Costs of NOT Screening Liability due to negligent hiring Loss of reputation Loss of Business Pre-employment screening helps mitigate recruitmentrelated risks. Loss of customer & investor confidence An Organization Low employee morale Threat to employee safety Legal liabilities 11

12 The Solution

13 Global Practice 92% of Fortune 1000 companies have a formal Pre-Employment Screening Programme in place in the USA, but most have not implemented such programmes overseas. The Financial Action Task Force on Money Laundering (FATF) recommends the development of adequate screening procedures to ensure high standards when hiring employees (Hong Kong - Recommendation 15a of the Forty Recommendations). IS requires the verification of experience, education, training and skills. As part of the Customs -Trade Partnership Against Terrorism the U.S. Customs Service recommends that companies should conduct employment screening of prospective employees. 13

14 Background Screening Not take the CV at face value: Background Screening to be a mandatory part of the recruitment process A reference check is NOT a Background check Background verification form to allow no scope for omitting information Credible Background Screening services provider with experience, requisite technology and the network to resolve complex screening issues in a legal, ethical and overt manner Conflict of interest when recruitment team or agency is involved in screening candidates 14

15 Background Screening What Can be Checked In Asia Top Educational Qualification checks Professional Qualification checks Employment Details check Employment Performance checks Litigation checks Bankruptcy checks Credit checks Conflict of Interest check Media search Criminal checks Identity checks Global dataset search Know WHO you are hiring 15

16 Evolution of background screening industry Manual Multiple Platforms Reduced Platforms One Stop Shop Reference Checks Background Screening Talent Acquisition Automation & Self Service B2B and B2C In-house model High turn around time No dedicated teams for conducting these check Reference check = Background check Emergence of specialist players in the background screening market Standardization of services Usage of technology to reduce TAT and cost One stop shop for all Talent acquisition needs Scalable and can meet the emerging needs of the client Higher workforce visibility and analytics Emergence of contributory database Automation reduces cost to serve Companies driving to reduce costs Industry consolidation Instant verification Ultimate industry maturity stage Works on revenue sharing model Financial institution, Landlords, employers starts benefiting from the automated services Transactional low cost model 16

17 Traditional Process 17

18 Today s Technology: Online Verification System Requestor Login & Retrieve Directly Ex/Current Employee Request data Retrieve data Ex/Current Employer Approve requests/ Consent Contribute data 18 Contribute Employment data

19 Now you know you re hiring How do you also ensure that they are the for the job?

20 By putting them through tests (Assessments) An extension of background screening Assessments can Identify if candidate will fit in the company s culture Identify personality traits, cognitive abilities and also integrity issues which may not surface until an hiring decision has been made Reduce cost of bad hire Match technology and professional skills with resume 20

21 What Can be Measured Attitudes, Aptitudes, Knowledge & Skills Skills Computer Literacy Software Skills Keyboarding Speed & Accuracy Clerical Skills Call Center Skills Ability traits Behavioral Traits Trustworthiness Rules Compliance Drug-Free Attitude Non-Violent Attitude Assertiveness Helping Disposition Stress Management Ambition Self Confidence Team Player Flexibility Tolerance Team Relations Knowledge Food Services Industrial Retail Sales Accounting Finance Legal Medical Mathematical and Logical Reasoning Reasoning Attendance Patient Relations Reliability Language Skills Attention to Detail Analyzing Skills 21

22 Assessment Solutions: Benefits in Training Improve your courseware effectiveness Reduce training time Eliminate funds wasted on unnecessary training Optimize existing in-house skills 22

23 See Real ROI Shorten interview times by 50% Shorten the recruitment cycle by 32% Reduce overpayment of skills by 27% Eliminate skill-specific CV fraud by 100% 100% 23

24 About First Advantage A wholly owned subsidiary of CoreLogic (NYSE:CLGX) with more than 10,000 employees globally with 2009 revenues of US$2.1billion. Lead provider of risk mitigation and business information solutions Best in class talent acquisition solutions: Candidate Relationship Management Applicant Tracking System Skills & Behavioural Assessments Background Screening Online Verification Tools Established in Asia Pacific in 2000 and now the largest provider of Pre-Employment Background Screening in the region: Over 1600 active clients APAC employees in 16 offices in, 10 countries Regional coverage, local expertise and the security of a global name.

25 Questions? THANK YOU