Solving problems in a complex marketplace
Whilst the negative impact of making just one bad hire is well documented, the key benefits for businesses carrying out due diligence checking pre-hire are wide ranging.
Reducing risks, ensuring compliance and enhancing your organisation’s reputation are just a few examples.
Jurupa work in close partnership with a leading global provider of employee verification checks and are well placed to help provide everything your business needs to hire with confidence.
Organisations faced with a myriad of privacy and data protection laws in Europe and further afield regularly come to us seeking help and advice on this subject.
The process of running international screening is certainly complex, but that doesn’t make it any less essential.
Jurupa help companies worldwide to avoid dangerous blind spots and ensure that their workforce has been fully vetted and crucially, remain 100% compliant where required.
Since 2019, more businesses are choosing to outsource as competition for roles continues to get tougher. Given that things are likely to continue to on this trajectory, it becomes even more necessary to be sure about the people you’re bringing on board.
Jurupa are able to offer screening services in over 195 countries, providing full compliance with legal and auditory requirements that your organisation may have to face in the future.
Incorporating such a process into your HR matrix can also help your standing with prospective employees, in turn improving the candidate journey.
Speed (quick turnaround times reduce time to hire and increase recruiter productivity)
Adaptability & scalability (a screening solution which is agile and offers coverage in nearly 200 countries)
Global compliance (with a wealth of legal expertise in our network, we will keep you informed of the latest and most relevant legislative changes)
Industry expertise (our range of services cover practically all sectors and industries)
Privacy & Security (we carefully adhere to industry best practises and recommended guidelines)
Industry agnostic coverage (Aviation, Energy & Utilities, Financial Services, Gig Economy, Government & Public Sector, Healthcare & Pharmaceutical, Manufacturing, Transportation & Construction, Recruitment & RPO, Retail)
Calculating the ROI
Human capital is often the largest expense on the balance sheet, accounting for close to 100% of expenses in industries such as staffing. It is also one of the most valuable assets, although the actual value can be harder to quantify.
Employers turn to services like background screening to ensure they select the right assets to add to their teams. Effective background screening programmes can help to improve employee retention, reduce CV qualifications and background fraud and minimize occupational fraud and theft.
Unfortunately, these benefits are also often difficult to quantify. So when HR is asked to justify the expense, how do they come up with a real number? Many people appreciate the value of background screening, but just how valuable is it? Does it save employers hundreds, thousand, or perhaps even million of pounds?
Facts and figures to consider
100 - 200 %
Number of employee fraudsters who serve jail time for their crimes
Number of employees who are dismissed from their jobs due to fraud related activities
Implementing a global background screening programme
When building and implementing a global background screening programme, an organisation must take into account all applicable laws to determine which types of pre-employment background checks can be carried out on job candidates.
Tailoring a background screening programme does not mean creating 196+ different programmes. Instead, organisations should seek to establish and understand their base business requirements as well as how each applicable national law affects those requirements.
Before launching a global screening programme, ensure it complies with all applicable regional legal requirements and limitations. Consult with legal counsel.
Fully understand any/all business requirements for background checks and turnaround times. This will help in selecting checks that are the right fit for the organisation.
Ensure that background checks are relevant to the organisation’s industry and sector as well as the individual candidate’s potential roles and responsibilities.
Only use relevant background check results. Hiring decisions made on negative results, unless directly relevant, could be in breach of data protection and employment laws.
Negative hiring decisions must take into account the candidate’s rights under applicable privacy and data protection laws. Candidates have the right to contest inaccurate results of a check.