How to Build Your Employer Brand Throughout the Hiring Process

Background screening usually signals the final step of the interview. It’s an exciting and often nerve-wracking time for candidates. They’ve likely spent a few hours with the hiring team discussing their qualifications and why they’ll be an excellent fit for the role. As a hiring team, you’ve spent just as much time building trust and getting to know your candidates. When you’ve reached the time for making a job offer and doing the pre-employment background screen, shouldn’t this part of the process feel as positive and transparent as the interview? 

After all, the candidate’s experience expresses your Employer brand. You want every candidate to walk away with a positive impression of your company and team. While a third party typically handles the background check, there are things you can do as an employer to ensure that it feels like a seamless experience and an extension of your company.

Here are a few tips for creating the best candidate experience during the background screening process.

Keep it Transparent

Your candidates should understand the job’s responsibilities and the background check requirements. As an employer, you could disclose the background check details (what you’re screening for) so that your candidate understands the process and how it may impact their application. And remember that depending on your organization’s location, laws such as Ban the Box may limit what questions an employer can ask a potential candidate. 

Stay in Touch

Turnaround times for background checks vary based on the screening type, level of details, time frame, etc. As an employer, you have limited control over how long it takes to complete a background check. However, you do have control over your communication and outreach with the candidate. And your background check provider can provide an estimated timeline for the results. Checking in with the candidate while waiting for screening results is a great way to keep up the excitement about the role (and your company). 

Set Them Up for Success

While you can’t control the outcome of the background check, you can remind the candidate to triple-check their resume and application to ensure its accuracy. Verifying details like employment dates, adding their middle name to their application, and ensuring their references are ready and willing to speak with the background check provider go a long way in both building trust and ensuring the report’s accuracy.

Here are more background check tips for your candidates.

Background Check Providers and the Candidate Experience

Background check results are crucial in helping you decide whether to move forward with a candidate. When it comes to the candidate experience during the hiring and screening process, every person and part of the organization your candidates interact with should reflect your Employer brand. At InCheck, customer service is a core value that drives every interaction with clients and your candidates. 

When you or your candidates need assistance, we understand that receiving a prompt and personalized response is essential. Our team of 100% U.S.-based customer service representatives provides exceptional support, addressing all your questions and concerns promptly and efficiently. Within an average of 15 minutes of contacting us, our team is ready to assist you every step of the way. Learn more about the InCheck Experience we champion across every interaction. 

If you’re looking to level up your background check services, we’re here to help. Please contact or complete this form to set up a consultation. 

Disclaimer: This blog is for general informational purposes only and should not be construed as legal advice.

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