The iCIMS Guide to TALENT ACQUISITION · 2016 eserved. 3 Q ANDA What’s going on in TA and Employment Verification What is the number one business challenge facing CEOs today? How

© 2016 iCIMS Inc. All Rights Reserved.

The iCIMS Guide to

TALENT ACQUISITION & Employment Verification

iCIMS | The iCIMS Guide to Talent Acquisition and Employment Verification

© 2016 iCIMS Inc. All Rights Reserved.2

TABLE

OF

CONTENTS

Q&A: What’s Going On in TA and Employment Verification

Key Challenges for Today’s Businesses

Best Practices to Stay Ahead of the Curve

How iCIMS Can Help


QANDAWhat’s going on in TA and Employment Verification

What is the number one business challenge facing CEOs today?

How long does it currently take for employers to fill the average vacancy?

28% of CEOs reported that their largest hurdle in achieving strategic goals is difficulty finding talent.Source: McKinsey & Company

Average time-to-fill was 52 to 56 calendar days for small businesses, while large and enterprise organizations took 43 to 46 calendar days.

Source: iCIMS Hiring Insights

Just how difficult is it to find qualified candidates in business today?

46% of employers report difficulties finding candidates in high demand talent pools.Source: LinkedIn


28% 46%


What’s going on in TA and Employment Verification


Why should an organization worry about verifying

a new employee’s identity and credentials?

Just how common are errors on I-9 forms used

to verify employment eligibility?

ICE (Immigration and Customs Enforcement) fines for unauthorized workers start at $375 and can increase to as much as $16,000 per undocumented employee.

Source: U.S. Immigration and Customs Enforcement

On average, businesses have errors on about 50% of their Form I-9s.

Source: LinkedIn

QANDA



KEY CHALLENGES for Today’s Businesses


Finding and Managing Top Talent is a Major Challenge in Business Today

Candidate Volume

34% of 35,000 employers across 36 countries struggle to fill jobs.

Increased Turnover

Each year, the average company loses 20-50% of its employee base.

High ICE Audit Risk

Experts have seen a 600% increase in both random and targeted audits for Form I-9 data.


The Key Challenges Employers face in finding Top Talent include:

Source: Manpower Group, Bain & Company, LinkedIn



BEST PRACTICES to Stay Ahead of the Curve

8© 2016 iCIMS Inc. All Rights Reserved.

Create branded company social pages on sites including LinkedIn, Facebook

and Twitter, and offer regular updates to keep prospects informed and engaged

Advertise open positions on social sites and encourage current employees to

share listings with their networks

Develop talent pools of passive candidates to source from to help reduce

time-to-fill and cost-per-hire metrics

Allow candidates to apply with their social profiles to help reduce

application times and improve candidate experience


92%of companies are using social media for hiring.

Source: Forbes

Go SocialSocial media has quickly become one of the most valuable tools used in modern talent

acquisition. Sites such as LinkedIn, Facebook, and Twitter offer companies the ability to quickly

and cost-effectively advertise open positions, develop talent pools of qualified candidates,

reduce application times, and communicate company values. Developing a social media

recruiting strategy is key to improving your business’ talent acquisition operations.


Produce short videos on recent company news or top-performing

employees to increase employment brand desirability

Request video cover letters for all applicants to reduce the time required for

effective candidate screening

Execute live, two-way video interviews to reduce business costs and cut

unnecessary candidate travel for multiple rounds of interviews


As a result of using video screening, recruiters report an 80% decrease in the time required for effective screening and a 57% decrease in time-to-fill.


Incorporate Video TechnologyThe use of video technology in talent acquisition has skyrocketed

in recent years due to the numerous benefits it presents to

businesses, including increased productivity, reduced spend, and

improved candidate experience. Whether utilizing video cover

letters, conducting live, two-way video interviews, or creating short

company videos to highlight top-performing employees, video

technology can be used to enhance recruitment and bring time

back to the work day.


Develop employee referral portals to provide an easy

way for current employees to submit top candidates

Educate your existing employees on the benefits of

employee referral programs

Offer incentive programs to increase employee referral

participation and success

Use your employees’ social networks to expand job

posting reach to target best-fit candidates


As select industries across the U.S.

are currently facing shortages of

qualified candidates for their open

positions, many employers do not

realize that they already have their

best hiring resource – their current

employees. By leveraging an

employee referral program, companies can receive

best-fit candidates recommended from their current

employees, helping to reduce time-to-fill and cost-

per-hire metrics. Referred employees fit in better,

and stay with the company longer, and outperform

those hired from other methods.

Create an Employee Referral Program

88% of employers rate employee referrals above all other sources of hire.



Appoint an HR staff member to serve as the main point-

person for executing all employment verification activities

Require that all new employees complete and sign Section 1 of Form I-9 on their first day of work, and

complete the remaining portions of the form within three

business days of their start date

Develop a standard list of acceptable identification forms to maintain consistency, including a valid U.S. passport or

driver’s license, permanent resident card, or employment

authorization document

Create a system for safe and secure storage of Form I-9s,

and conduct annual internal audits to ensure form compliance


One of the most important steps for companies in talent acquisition is to establish a standard

employment verification procedure. As all new employees must complete a Form I-9 to verify their

identity and eligibility to accept employment in the U.S., employers should develop a standard set of

steps to ensure that each new hire’s employment verification is completed correctly and efficiently.

As companies can face costly government penalties for Form I-9 errors, having a standard procedure

in place for employment verification can mitigate potential problems down the road. Components of

an employment verification procedure can include:

Establish an Employment Verification Procedure



While not required in all states, using the U.S.

government’s web-based E-Verify system can help

to ensure that information submitted on a new

employee’s Form I-9 matches information on file

with the U.S. Department of Homeland Security

and Social Security Administration. E-Verify is fast,

free, and is used by more than 600,000 employers

of all sizes across the U.S. to verify employee

identity and employment eligibility.¹

Utilize E-Verify to Ensure Accuracy

1. Source: U.S. Citizenship and Immigration Services

Secure, 24-hour access from any Internet browser

Instant case results in about 3 to 5 seconds

Reporting capabilities

Dedicated customer service

The key benefits of using E-Verify include:1



Uniting your talent acquisition software suite with an I-9 and E-Verify software provider can help

to save time during the workday and solve many common compliance-related challenges faced

by human resources professionals. By moving employment verification over to a digital, paperless

process, businesses can ensure Form I-9 and E-Verify activities are completed quickly and accurately

with the highest level of compliance. Electronic storage of Form I-9s also provides quick and easy

access to employee documents with the click of a button.

Integrate with an I-9 and E-Verify Software Provider

68% of recruiters agree that a fully integrated Talent Acquisition Suite is the ideal solution.


Combine I-9 and E-Verify activities into a single, electronic process

Seamlessly transfer employee data between systems to produce error-free

Form I-9s during the onboarding process

Secure, electronic storage of Form I-9s

Quickly conduct self-audits ensure compliance and reduce error risk



How iCIMS Can HelpBenefit from UNIFi, iCIMS’ Platform-as-a-Service framework that delivers one experience, one view, and countless possibilities for customers who value bringing their talent acquisition world together.

Empower Core Recruitment with the Talent Acquisition Suite

Expand Your Suite with the iCIMS Marketplace

Integrate with iCIMS Connectors

Maximize Success with Centralized Data

To learn more about how iCIMS and its partner ecosystem can improve

your I-9 and E-Verify capabilities, visit the Tools to Screen Applicants

category of the iCIMS Marketplace.

https://marketplace.icims.com/home#!category/6311/6331

Documents

The iCIMS Guide to TALENT ACQUISITION · 2016 eserved. 3 Q ANDA What’s going on in TA and Employment Verification What is the number one business challenge facing CEOs today? How