Articles & Blog

Thursday, 19 October 2017 00:00

Background Checks and The User Driven Economy

One of the fundamental truths for any business is that in order to be successful, they must understand their customers, as well as their potential customers and stay current with emerging trends. Today’s technology allows consumers and businesses alike the greatest amount of opportunity to reach potential customers and partners, this is true for background check companies as well. This is, unsurprisingly, due to the sheer number of mediums with which a person can connect with one another. The rate that technology is advancing and being utilized is at an all time high. The rise in the gig workforce has reinforced the importance of the user experience and the need to continue to develop innovative, intuitive, streamlined, and yes, sexy, interfaces that enable people to move along the candidate experience path seamlessly. With the right user experience, background check companies can take advantage of this trend instead of being left behind.

Consider this; a job seeker in today’s ATS world must apply for positions with various companies by facing a daunting labyrinth of interfaces, uploads, keywords, formatting and other requirements only to receive a series of impersonal form letter email responses. It’s the bane of the job seeker’s existence, as if job hunting wasn’t already hard enough.

But imagine a world where applicants can walk away with a positive experience that starts from the moment they begin the application process, all the way through the applicant journey to their background check experience. That world doesn’t have endless forms to fill out. It doesn’t have error codes that force the user to re-enter all of their information, it doesn’t have 36-digit confirmation codes. The user driven economy is about proactively developing tools that make everyone’s life easier–things like pre-populated content (no more forms), geo-location services, artificial intelligence, transparency and feedback mechanisms to name a few.

Today’s tech outlook is that everyone’s user experience matters—not just the HR department. Leaders in any industry have recognized this and are taking advantage of them in a number of ways. Most of all, they recognize the importance in surpassing client expectations at all times and that lasting partnerships or client relationships are determined almost solely on user experience.

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Background check providers and other HR technology companies need to embrace the new world of mobile computing. As the devices become faster, more powerful, and more ubiquitous, the gap between mobile-first and mobile-last designer will continue to grow. Don’t get left behind! Make sure your platform looks and feels great on any device. Thorough research and user testing are a must in this new mobile world we live in. Candidate background screening is now a mobile-based process for the vast majority of your potential users. Are you ready to meet them on the smaller screen?

Candidates, HR professionals, and hiring managers can all benefit from the proliferation of mobile devices. It requires a new approach and a dose of creative thinking to unlock the full potential of mobile technology. Smartphones and tablets bring a host of changes to the digital world, and it’s imperative that you tailor your company’s messaging and platforms to attract both desktop and mobile users. Mobile devices have some limitations, but the advantages for shrewd designers and development professionals are profound. Smaller screens with different dimensions demand a different approach – you need to offer concise and clean layouts to make your platform or site usable on different devices. Touchscreen applications open up a new world of possibilities to your users. Push notifications can make the difference between applicant engagement and applicant apathy.

With mobile-first design considerations, your productivity and effectiveness can increase dramatically. Mobile recruiting platforms offer greater flexibility for users and designers alike. With the right design considerations, your websites and online platforms can become far easier to navigate and use. Over half of all job applicants are using mobile sites and apps to search for their next opportunities. Without mobile design considerations, you can risk losing applicants’ interest. Failure to deliver a positive mobile UX for your users quickly translates to higher compliance costs and poor completion rates. User input is the lifeblood of the modern recruitment process, and it’s up to you to deliver an effective and easy-to-use platform for your stakeholders.

Mobile apps and websites create new opportunities to attract and engage your audience. Clean design is a must, and it’s often easier than it looks. A new design perspective on your corporate marketing materials is only part of the solution. Background check and other HR-solution providers need to make the move to faster, lighter, and more effective software to retain their market share and continue to grow their revenue. It’s not something anyone can avoid, but it’s especially important for companies looking to hire the best and brightest. Why miss out on over half of the applicant pool? Mobile is here to stay, and it will affect your business whether you are ready or not. Take the time to investigate your competitors and don’t be surprised if they are already moving to mobile-focused designs for their pages and platforms.

If you want to see a mobile first background check experience, check out deverus’ revolutionary Swifthire Mobile.

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We are proud to introduce Verocity Integration Manager.

The power of ATS integrations is now in your hands.

Top Benefits

  • Integrations in minutes, not weeks!
  • Self-service standard integrations with new customers
  • New ATSs will continually be added
  • New features and dashboard metrics to help you monitor your customer’s usage

Now, self-serve standard integrations

Solving the industry’s top concerns, deverus now enables self-serve integrations.
  • The move towards Integration Platform as a Service (I-PaaS) offerings is increasing to keep up with demand and your ability to bring on new clients.
  • New open API architecture enables streamlined access and smoother, faster ATS integrations.

Getting Started with Verocity Integration Manager

We have 5 new integrations with iCIMS, Jobvite, SAP Success Factors, Tempworks and Greenhouse along with 85 different ATS pre-integrations and continued ATS integrations in Q4 and throughout 2018.

Client Setup

New clients can be added to your integrations in minutes with an easy to input client setup.

Reporting Features

Your dashboard of statistics shows volumes, transaction trends, number of failed attempts and your top 5 integration partners, with in-depth reporting on volume, workflow and error handling.

To learn about all of the features, contact us at This email address is being protected from spambots. You need JavaScript enabled to view it.. And, stay tuned to our blog for more updates in the future.

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The deverus team is pleased to deliver a highly intuitive and transparent candidate-driven mobile experience to help our customers manage the growing volume of background checks through speed, simplicity and breakthrough geo-location intelligence.

Below you will find more information on the new updates that enable you to drive new business with Swifthire Mobile’s future-ready technology.

Applicant Portal

With the applicant portal, applicants now have their own homepage where they can:
  • Login for status
  • Check on notifications
  • Read reports pertaining to their background check
  • Track the progress of their background check
Applicant Portal

New Feature! Auto Geo-location Consents

Customized and streamlined consents and disclosures based on applicant’s residence.

Geolocation Consents

EZ Applicant Pay

An easy way for applicants to charge their background check on their credit or debit card if you choose.

EZ Applicant Pay

Efficiency Feature: Applicant Document Upload

Allows applicants to upload important identification and documentation to facilitate their background check.

Applicant Document Upload

Cost Savings Feature: Auto Pre-Adverse / Adverse Letters and 613A Letters

Ability to automatically and electronically send important communications to applicants to save costs, and ensure timeliness, compliance and applicant acknowledgement.


Other Top Highlights

Mobile scalability, detailed report status, mobile-friendly reports, reminder email and text capabilities, custom theme and branding, integrated order capability and others!

In a Nutshell

You can:
  • Customize your theme and branding for the portal, email invitations, instructions and reminder emails
  • Invite applicants to self-screen by email, a link on your website or intranet
  • Review all submissions or have the system convert submissions directly into orders
  • Track progress and send automatic email reminders
  • Customize and streamline consents and disclosures based on applicant’s residence
  • Provide individual applicant homepages where they can login
  • Allow applicants to enter their information themselves online and to upload important identification and documentation to facilitate their background check
  • Send, automatically and electronically, important communications to applicants to save costs, and ensure timeliness, compliance and applicant acknowledgement

Applicants can:
  • Have a secure, individual applicant homepage to login for status, notifications and track the progress of their background check
  • Engage with the system on their mobile phone, tablet or desktop – or all 3 as they need
  • Securely pay for their background check – perfect for contractor or volunteer self-screening

To learn about all of the features, contact us at This email address is being protected from spambots. You need JavaScript enabled to view it.. And, stay tuned to our blog for more updates in the future.

Published in Articles & Blog
Tuesday, 29 August 2017 18:30

Fear and Loathing in Background Screening

If you put yourself in the shoes of a candidate facing a background check, you could empathize with it being a pretty stressful experience. Even among the most pure and innocent of applicants, there is always a risk that an error was made along the way that could yield a negative result. While candidates certainly have the right to request their background check report, it’s typically not something they ever consider. Generally, if an applicant makes it to the point of consenting to a background check as a condition of employment, it’s usually a formality. The candidate is excited, sometimes a bit nervous, but confident that their screening will come back clear and they can set a start date for their new opportunity.

Unfortunately, in about 20 percent of cases, a background screen returns with some type of negative result; this could be due to anything from a simple data entry error to a real conviction. This is where it gets interesting. Crickets. Nothing, nada. Persona non grata. The candidates’ worst fears are realized when suddenly, they don’t hear back from the company that they thought their contingent offer was a done deal and the applicant doesn’t even know what happened or what to do.

This happens all too often. Once a candidate signs the consent to a background check, which they usually don’t even remember they have done, everything goes behind the curtain. They have virtually no control in the process, no visibility into the status, no ability to review documents or consents. Sometimes, they haven’t even read their own report. And they certainly don’t have the ability to dispute it simply and easily.

That’s where technology comes into play. By putting the control in the applicant’s hands via mobile enabled tools, candidates can enter their own information and drastically reduce errors as well as ease the burden of data entry for background check companies and HR departments. Technology, such as our flagship product, Swifthire Mobile, enables candidates to pay for their own background check (if that is the company policy), track the entire process, see what screenings are being conducted, review all necessary (and only necessary) consents and disclosures, read reports and dispute them as necessary.

Giving the applicant control over the process is not only empowering, it actually takes a stressful experience and makes it manageable which improves both the candidate experience and speed to hire.

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