Delivering screening services in the FMCG (fast moving consumer goods) sector means working with a wide variety of businesses and individuals, offering a service that reflects a range of priorities. From high street shops to football clubs, security businesses, nuclear businesses and more, screening services need to be flexible and adaptable. Alexander Pilla and Chris Costick, both Operations Supervisors at Accurate, weigh in.
Priorities for the FMCG sector
Competition for staff in these sectors and high turnover can mean organisations need to move fast so they don’t lose talent to their competitors. Candidates often submit job applications to multiple employers, so getting candidates screened and in place quickly and efficiently is important. For certain organisations it may not be possible to get a new employee on site unless those checks have taken place. In some instances, Enhanced or Standard level criminal record checks need to be carried out through the Disclosure and Barring service for individuals to work in roles where they have contact with vulnerable groups.
Some of these industries experience a high level of staff turnover which consequently means delivering a high volume of screenings. Couriers and drivers for multinational retail business, for example, need swift access to cleared talent. At the same time some of these businesses will experience peaks of candidate demand at certain times of the year, again raising the need to have employment checks carried out both quickly and accurately, with adaptability from their screening provider to weather these peaks and troughs.
New contract wins can also trigger a significant number of new job openings, and the need to hire quickly. In these instances, time is absolutely of the essence to find and onboard the skills that will fulfil a contract.
Meeting an FMCG business’s needs
In these circumstances it is important for the screening service to be able to meet the increased demand, but also to provide an accurate service. High volumes and speed can increase the element of risk in completing checks, but with the right systems in place it is more than possible to deliver what’s required. A single client can demand hundreds or even thousands of checks every month and they expect and deserve an accurate service every time. Automation has certainly played a big role in ensuring this process runs smoothly and in a timely manner and we have teams constantly reviewing how the work is done. We are constantly seeking the most efficient and accurate way to meet our clients’ needs.
Alongside this, customer service is always paramount when carrying out screening services for the FMCG Sector, which means working well with both the client (the employing organisation) and the candidate or employee being screened. Getting this balance right can be a challenge, particularly if the employer has specific demands around the information they need. While some checks – criminal and credit checks for example – can be carried out straightforwardly, gaining employer references can be more time-consuming. You can’t force someone to produce a reference.
Which checks do FMCG companies need?
Each screening process will also take into account the requirements of the business and sector involved each time. A football club, for example, may have its own requirements when it comes to screening, but it will also be working under the Football Association rules. The screening requirements for someone working in a role where they have contact with others will be different from someone who works independently – in facilities management for example. In each situation, the screening service needs to adapt to sector guidelines and organisational requirements so that the client can demonstrate compliance for audit purposes.
While social media screening isn’t yet a binding requirement for employers, we are seeing more organisations asking for this kind of check. Social media offers an insight into an individual before they come to the business, offering insights into opinions and views that might cause reputational damage or prove difficult to deal with in the workplace. When employers interview a candidate, they’re always going to see the best version of that person, so it’s worth investigating a resource that gives a little more insight into how that person conducts themselves in the wider world.
Whatever the screening process might be, on whatever scale and for whatever client, there is never any room for error. The processes and procedures we follow as a screening company means that no matter how many times we carry out these checks they will be accurate and fit for purpose. To some extent having such a variety of customers and situations in which screening takes place guards against complacency – there is never a scenario where a screening process is carried out without the care and attention it requires: in this service there’s no cutting corners or compromising on quality.
If you’d like to chat about your FMCG hiring strategy, get in touch with the team at ukenquiries@accurate.com.
