What is the Future of Resourcing?

“The resourcing landscape has always been complicated, with even the most experienced HR departments still struggling to pinpoint the perfect hiring process. 2018 is showing no signs of simplifying.

“The constantly growing set of hiring tools, technologies and techniques available can both help and hinder recruitment efforts. Fierce competition for global talent is putting more pressure on companies to be seen in all of the right places, in order to compete in the market.”

These words opened my introduction to the recent CRF resourcing paper, Resourcing – How HR’s Core Competence is Evolving, which was sponsored by HireRight and APS.

The research, led by CRF Research Director Gillian Pillans, takes a deep dive into the ways in which resourcing is changing; from building diverse talent pipelines to using social media and digital tools to source and engage with candidates, from engaging with passive jobseekers to improving the candidate experience and investing in employer brand. Using rich quantitative and qualitative data, the report draws a compelling picture of how organisations are approaching resourcing today and introduces a CRF Strategic Resourcing Model that organisations can use to link their resourcing activities firmly to their business strategy. Download the full report, or read a summary here.

On the 28th June 2018, HireRight hosted an event at the Institute of Directors showcasing CRF’s research, as well as findings from the Hireright 2018 Employment Screening Benchmark Survey. Our presentation looked at the opportunities and challenges identified by over 6000 global respondents to the survey, with a focus on the findings of the HireRight 2018 EMEA Employment Screening Benchmark Report, which compares figures from EMEA to those in the US and APAC to draw conclusions about global trends in HR, resourcing and background screening. Here are some of our findings:

Why Do EMEA Businesses Screen?
The HireRight 2018 EMEA Benchmark showed that 89% of HR and risk experts have seen candidates misrepresent information on applications. In addition to this, 75% of organisations said that background screening has uncovered issues which would have otherwise gone undetected.

There are many reasons that businesses use background screening, including improved security, increased regulatory compliance, to prevent reputational damage, to demonstrate equality when hiring staff and due to negative experiences from employees not being screened.

A recent article in Recruitment Grapevine revealed that a man with a long history of defrauding companies who was not screened before hire stole nearly £100k from a high-end construction company in London in 2015. The company subsequently went into liquidation in January 2016.

Screening Senior Management
Our research suggests that discrepancies on candidates’ CVs and applications is not limited to just junior and entry level roles. Of those who screen, 28% of EMEA HR teams have uncovered issues in senior applications. Additionally, 26% of EMEA businesses said that it is possible that people on their board have never been screened. This indicates a worrying gap in the screening processes for many businesses.

What is being screened in EMEA?


The top screenings performed pre-hire in EMEA organisations were employment (83%), education (75%), criminal or other public records (69%), identity (67%) and professional qualifications (65%).

Unsurprisingly, the screening standards in Financial Services are generally higher than in other sectors. More than three quarters of all candidates are screened for employment history, criminal background, education verification, credit history, identity, and professional qualifications:

The Candidate Experience


In EMEA, improving the candidate experience from application through onboarding was identified as the fourth biggest talent management issue, selected by 39% of those asked.

In the US, this figure was just 27%, suggesting that improving candidate experience was less of a focus in that region for this year. However, in APAC, 41% of respondents said that this was a key focus for 2018.

There are many ways to improve your candidate experience, including refined and accurate job descriptions, dedicated social media channels to show what it is like working for your company, and using staff testimonials to talk about why they chose to work for your business. Keeping your candidates informed and being transparent about your business can help to ensure that your applicants have a positive candidate experience.

HireRight Webinar On-Demand
On 12th July, HireRight held a webinar titled ‘The Future of Resourcing: Challenges and Opportunities’ based on our presentation at the above event. If you weren’t able to tune in live, or would like to watch it again, you can watch the webinar on demand here.

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