IT in Healthcare: ATS and HRIS Integrations with Background Screening
Information Technology (IT) is constantly evolving and is being used in some form or fashion in every industry in the world and healthcare is no exception. One area of healthcare that has a rising request is Human Resources and their desire to have background screening become integrated with their Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS) to work seamlessly as one system. The Society for Human Resource Management (SHRM) has found that nearly 70% of organizations conduct criminal checks on all job candidates, which is the driver for such integrations.
Applicant Tracking Systems (ATS)
Applicant Tracking Systems (ATS) are software that manages the entire recruiting and hiring process. Candidates enter information such as work experience, resume content, educational background, etc. and it is stored in a database that can be used by the company to screen candidates, notify prospects, manage the process, etc. There are several different vendors available depending on a company’s requirements.
Human Resource Information System (HRIS)
A Human Resource Information System (HRIS) is a software or online solution that manages current employees and assists with Human Resources (HR) activities. This can include employee data entry, data tracking, payroll, PTO, and many others. Different vendors offer different capabilities so a company can pick one that is most suitable for them.
Benefits of ATS and HRIS Integrations
The natural flow is to have a candidate move from the ATS to the HRIS smoothly with information being passed from one system to the other. This can be done with data flow being uni/bi-directional and can be updated in real-time, triggered, or scheduled. So where does an integration with an ATS and HRIS typically occur? It would be right in between the two with the ATS automatically kicking off the process, passing the required information, and receiving back the results to close out the candidate and convert them to an employee in the HRIS.
Over the past few years, SHRM has seen more and more HR professionals push for this type of integration to be able to increase much needed efficiency. It helps address the main problem that they face, which is timeliness. In the ever changing environment, HR professionals and companies are striving to attract top talent and to quickly acquire them before they are lured away or recruited by other companies. Having a fully integrated system helps turn-around time and creates a positive user experience. Integrating with background screening companies also lends itself to other benefits as well. Because of the focus and experience, background screening companies are very in tuned with compliance requirements and offer a high level of quality and accuracy of the investigations.
Background screening integrations can be accomplished quite easily. Many background screening companies offer custom integrations to fit a customer’s requirements and/or already have baseline integrations with major ATS and HRIS vendors that can quickly be modified to work for any customer. PreCheck, for example, is a certified integration partner with several common ATS vendors including HealthcareSource, Hirebridge, Kenexa, and Taleo. The process to get integrated can vary depending on the requirements but typically runs from 2-6 months.
HR professionals face many challenges and acquiring quality talent is no exception. One of the things they are requesting most is better integrations with ATS and HRIS to improve timing and efficiency. It is becoming more apparent through the surveys conducted by SHRM. Customers who have adopted these integrations have seen great benefits and continue to strive for continual improvements to help with quality and timing. Who knows what the new improvements will be but one thing is apparent and that is integration is a great benefit.
References: 2012 Employers Background Screening Survey (SHRM)