5 reasons your employee ID verification process isn't working
Poor identity verification processes can present all kinds of problems – frustrating candidate and user experience, onboarding issues, fraud and more. If you want to fix your ID verification process, you first need to establish where it’s failing.
Here are 5 reasons your ID verification process could be falling down, and how you can fix it.
1. It frustrates your candidates and staff
If verifying your candidates’ identities is a regulatory burden for you, you should be careful not to pass that burden onto your people.
People expect frictionless onboarding experiences when joining a new organisation. If you frustrate them with lengthy or protracted vetting and criminal records checking processes, you increase the chances they’ll drop out of your journey and go in search of something better.
2. You have more candidates than time
Speed is everything, but your identity verification process can become a bottleneck to efficient onboarding if it takes too long. As your workforce scales, the effect is compounded - creating a potential backlog of candidates who might just lose patience and go elsewhere.
British Judo runs up to 1,500 Disclosure & Barring Service (DBS) checks on its coaches and club welfare officers every year and was struggling with a “glacial” service offered by its previous supplier.
In fact, part of its verification process involved physically pairing new applicants with authorised checkers, which could be challenging based on where people were located. It just wasn’t practical and it took too long, so they looked for solutions elsewhere.
The sports association selected GBG OnlineDisclosures and recently signed up for our integrated Post Office verification service. They’re now using to onboard coaches and club welfare officers into roles quicker, reducing the safeguarding risk.
Candidates can now visit their local crown post office anytime to have their ID verified, rather than arranging a specific time to visit a Judo location or authorised checker. Results are then automatically linked to OnlineDisclosures so the process of completing the check can continue.
3. It relies too heavily on people
When staff members have to manually verify candidates’ identities, it’s only a matter of time before either: the volume is too much for them to manage or you need to hire more people. What’s more, people are prone to making errors – especially when they’re busy.
You can use technology to support the process, ease the pressure on your staff and reduce the potential for human error.
4. It doesn’t scale effectively
Some markets - take for example higher education will experience huge spikes in demand at certain points of the year. For most of the year, the number of DBS and subsequent identity checks you need to carry out as a university might be relatively predictable, but when a spike around the start of a new academic year occurs, your verification process needs to be flexible enough to meet the extra demand without any slowdown.
5. It can’t keep up with fraudsters
There’s an ongoing arms race between identity verification and identity fraudsters. For example, the UK Home Office has found people trying to outsmart its DBS checks and conceal criminal histories using falsified identity documents.
Your ID verification technology and processes need to be continually reviewed and updated to keep up with the latest threats.
Upgrade your ID verification process
Our identity verification solutions are designed to overcome all of these challenges, and more.
At GBG we focus on helping you onboard your candidates with minimal friction and minimal manual intervention, no matter how many you need to check. What’s more, our proprietary technologies can help identify even the most sophisticated falsified documents when accompanied with document authentication technology.
Click here to learn more about how we can help you support efficient candidate onboarding through our GBG OnlineDisclosures services.