Led by changes in legislation to support Digital Identity to be used for both Disclosure Barring Service (DBS) checks and Right To Work (RTW) are now at a paradigm of change – the start of an evolution. But how will these legislative changes and the introduction of Digital Identity change recruitment forever?
Will they lead to digitisation across the board, or will traditional barriers still exist and slow down the pace of change?
The desire for Digital Identity has existed for a long time. Encouraging the adoption of new technologies and removing the need for manual documents, and with RTW also changing, could the full recruitment process be digitised? Perhaps – but what about the other risks an employer needs to eliminate? There are still other checks which have traditionally been manual and remain as such. So, will this conflict with the digitally-led, automated route we desire?
As we take the next step forwards on the digital journey, recruiters should begin to ask:
- Should I adopt Digital Identity technology?
- What value do I place on being able to speed up the recruitment process?
- Will other traditionally manual checks hold back digital evolution?
- Should I consider data and automated checking as an alternative to traditional manual routes?
Reduced time to hire, a reduction in bad hires, lower onboarding attrition rates – they all sound great don’t they? But do we need further change beyond Digital Identity to truly evolve the recruitment market to one which is data-led?
The world is moving fast, and with COVID-19 and the advent of the gig economy, there has been an acceleration in the demand for change, innovation, and evolution in recruitment. There is no escaping it; digital, remote recruitment is upon us. And businesses breaking down the cultural barriers associated with legacy systems will be leading the way with data-led automated processes.
Can you imagine a world where the candidate is pre-screened to the level you require; they can share the data immediately with you and can start tomorrow? Using accurate data from approved sources would enable exactly that.
What would stop you from adopting this vision of the future, surely it makes sense as both a candidate and employer?
What are your thoughts? Contact us to discuss the progress being made on digital identity in recruitment, along with some other key initiatives which will shape the future of screening.