Faster Candidate Recruitment: Integrating HR Systems Can Speed Time-to-Hire

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It is no secret that lengthy recruitment time is a major pain point for Human Resources managers today.

Fifty-five percent of companies require about two months to find the right candidate, while 8% report that it takes them, on average, over three months.

Positions that remain unfilled for extended periods of time can cost the company both in terms of lost productivity as well progressively increasing recruitment expenses. One way to address this time-to-hire challenge is to create process efficiencies by leveraging technology.

But what exactly should HR and talent management professionals expect from technology investments? In general, HR systems can help improve data accuracy, reduce workload, as well as deliver process consistency and efficiency.

Many of these valuable program enhancements can be delivered through available HR product integrations, to help decrease time-to-hire while also improving the applicant experience.

Integrating an Applicant Tracking System (ATS) with an organization’s background screening, drug screening and I-9/E-Verify systems is a powerful way to achieve this. Rather than building custom integrations, selecting a pre-integrated HR solution that treats the integration like a product (with its own test/quality, release and upgrade cycles) will help organizations maximize their investment in technology.

These solutions, when coupled with development and support structures designed specifically for integrations, tend to be more functional and stable over time. Unlike a custom integration, these co-developed, “productized” integrations are backed by ongoing collaboration between the ATS vendor and the background screening provider.

This helps to ensure that integration is as seamless as possible and continues to function over time, enabling companies to stay in lock-step with their ATS vendor as the platform is upgraded.

Best-in-class HR product integrations will provide compelling functionality to facilitate process efficiency. At HireRight, we have invested extensively in our integrations strategy to help deliver these benefits.

Many of our customers leverage our unified integration platform, known as HireRight Connect, to take advantage of features such as:

  • Single Sign-On (SSO) via the ATS
  • Automatic and encrypted data pre-population from the ATS to HireRight
  • Configurable user permissions, applicant self-service via the HireRight Applicant Center Mobile portal
  • Near real-time screening statuses populated back to the ATS from HireRight
  • HireRight’s Change Tracker to identify changes between the original ATS candidate application and the data the candidate provides to HireRight
  • SSO access to management dashboards, analytical reports and detailed screening reports

Because HR managers are often asked to “do more with less”, the trend for integrating HR systems will most likely accelerate going forward. But it’s important to remember that not all integrations are created equal.

Best Practices for Integration – Tips for Integrating Applicant Tracking and Background Checking Solutions
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Best Practices for Integration – Tips for Integrating Applicant Tracking and Background Checking Solutions

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Bill Haller

Bill Haller

As a HireRight Sr. Solution Engineer, I am focused on helping HR professionals leverage systems integration to streamline their hiring process.

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