Articles & Blog

Almost all CRAs now claim to have some sort of mobile solution that does everything from gather basic information, to drug screening scheduling and even allowing applicants to check status and see the results of their background check.

So it’s not enough anymore, to just have a mobile solution, you now need one that offers a variety of features and most of all that it works.

The new benchmark now is completion rate. In the overall market of mobile anything above 66.1% will put you in the top 10%.

The reason is the number of completions means the applicant has successfully gone through the process, entered the necessary personal information and initiated the background check without HR having to manually do the job. If mobile is not designed for completion, abandon rates soar, and it actually ends up slowing the process and increasing interaction with support and HR.

There’s a significant value to completions because it means HR is not spending time manually entering applicant data, which in turn improves accuracy as well as speeds up time to hire. It also provides a better applicant experience because they are able to enter data on the goal and have control of their information.

The Anatomy of a Completion Rate (CR)

The primary goal with every form is completion. Eight factors have a major impact on completion rates:

  • Perception of complexity
    The first thing users do when they see a new form is estimate how much time is required to complete it. Users do this by scanning the form. Perception plays a crucial role in the process of estimation. The more complex a form looks, the more likely users will abandon the process.

  • Interaction cost
    Interaction cost is the sum of efforts — both cognitive and physical — that the users put into interacting with an interface in order to reach their goal. Interaction cost has a direct connection with form usability. The more effort users have to make to complete a form, the less usable the form is. A high interaction cost could be the result of data that is difficult to input, an inability to understand the meaning of some questions, or confusion about error messages.

  • Design for completion
    Less is better. Minimizing the amount of screens, speeds up the process and dramatically improves the possibility of completion. But to do this a lot of focus must be put into understanding who’s filling out the application, the position, what fields are needed, and what questions absolutely need to be answered and what can be excluded.

  • Reduce complexity and number of fields
    When it comes to form design, the most important thing a designer can do is to minimize the need for typing. Reducing input effort is essential. Designers can achieve this goal by focusing on form field design.

  • Minimize the total number of fields
    Every field you ask users to fill out requires some effort. The more effort is needed to fill out a form, the less likely users will complete the form. That’s why the foundational rule of form design is shorter is better — get rid of all inessential fields.

  • Minimize Cognitive Load
    Cognitive load refers to the amount of brain power required to use the app. The human brain has a limited amount of processing power, and when an app provides too much information at once, it might overwhelm the user and make them abandon the task.

  • Decluttering
    Cutting out the clutter is one of the major factors. Clutter is one of the worst enemies of good design. By cluttering your interface, you overload users with too much information: Every added button, image and icon makes the screen more complicated.

  • Use familiar design and screens
    Familiar screens are screens that users see in many apps. Screens such as “Gettings started,” “Next” and “Results” results” have become de facto standards for mobile apps. They don’t require additional explanation because users are already familiar with them. This allows users to use prior experience to interact with the app, with no learning curve.

Again, it’s easy to say you have a mobile solution. It’s harder to build one that actually gets high completion rates. After processing more than 100,000 applicants with our mobile Swifthire, deverus has a completion an average completion rate of more than 74%, some weeks it gets to 76%. Our goal is 80%. But think about even 70%. That means 70% of the time, applicants are doing the work for HR, and getting the information faster and more accurately than ever before. The value is incredible because it actually gives HR more time to focus on the things that matter and not simple data entry. Contact to deverus to see how we can improve your completion rate, provide better value to HR, and improve the overall hiring experience.

Published in Articles & Blog

I just returned from the HR Tech conference in Vegas last week. It was amazing. I spent 3 days wandering through the exhibit hall filled with huge players like Oracle, Microsoft, Google, IBM, ADP, and industry standards including Cornerstone, Indeed, SAP, and Monster. All the ATS were there. And like always there were a ton of startups hawking new innovations in payroll, benefits, job boards, AI, candidate selection machine learning, and more more. This was by far the biggest and most exiting HR Tech I’ve attended.

What was the common theme with all these exhibitors? Mobile. It was literally everywhere. Almost every vendor was showcasing their services on a mobile device. The message: “The future is mobile, get ready for it.” I was blown away with how far the user experience has come. There was so many cool ways mobile was being used to automate just about every process. I saw huge demos being conducted in every other booth filled with potential clients getting a look at all these new and exciting services delivered through a mobile experience and they were eating it up.

Why is this. It’s simple. We are in the tightest job market where everyone is fighting for talent, and younger job seekers are on their phones all day. They use text and they don’t use email. If you want their attention, you have to text them and then provide an experience that makes it easy and effortless to apply for a job. The statistics are overwhelming. HR technology companies get this. From Oracle, Microsoft, to ADP and Cornerstone, to the smallest players providing niche services, they are capitalizing on mobile big time.

And then there were all the background check companies. The main 7 were there as well as a sprinkling of smaller ones and even three startups.

But what struck me was not one CRA, except the startups were showcasing their technology, much less mobile. In fact, nothing in their marketing messages spoke to anything other than what they’ve been saying for 15 years. Speed, Accuracy, Compliance, Services, Support, Global, same old, same old… The funny thing is while all these HR facing companies where showcasing their technology on mobile, the largest background check companies were using gimmicks to attract attendees. I saw everything from a magician, airbnb vacation giveaways to carnival games. It was actually kinda bizarre. Why were they not showing their frontend technology and mobile if they had it. It was after all, a TECHNOLOGY CONFERENCE!

I came up with three possible reasons.

(1) HR Tech is not the main HR show. It’s SHRM and it is true they were all scaled down booths realizing that there’s more tech people than HR prospects. No reason to spend much money and resources for showcasing your technology and platform. I get that.

(2) They don’t really have compelling mobile solutions or technology that looks presentable when compared to all the amazing solutions that are all around them, so better to stick with what you know, basically what 900 other CRAs are saying.

(3) The background check industry, including the largest CRAs are so out of touch with the future, they can’t even contemplate how the background check could actual evolve and embrace this future and really improve the user experience in all its now current and future manifestations. Instead they focus on compliance, turnaround time, coverage, great customer support, and accuracy. The result is everyone is saying the same thing and proving that we are a commodity.

And here is the important part. By everyone saying the same thing, with no real differentiators, all focused on the same value propositions, it means we are a commodity. To all the HR tech providers we are just a checkbox, a pain in the ass, a backend process that needs to be minimized as much as possible so their customers can have a great employee life cycle experience with their company. It’s funny, because almost every background check company I talked to complains about the ATS invasion. They are taking over, pushing us to the background, raising referral fees, switching customers, making us a commodity. I say, hell yes, because we’ve let it happen. We’ve done little to stay out in front, to give HR something to keep us at the front of the experience. What do you expect?

So what do you do? Here is what I’ve been saying and believe it now more than ever after HR Tech Vegas. You have to provide a mobile solution for the applicant to fill in information and check status and results. And it can’t just be a crappy reduced website. It must make it easy for the applicant. It must have text. It must be easy to use. It must be slick and brand-able for HR. It must represent a great experience that shows off the company's ability to move a candidate smoothly through the process. When you do this, you stay in front of your customer. You offer a differentiator and a little bit of glue to keep them from moving to competitor when an ATS gets a better revenue share deal.

I have to say, with the trends I’m seeing, I’m actually pessimistic about our industry. I’ve been in it for 20 years and our reluctance to embrace new technology, our focus on the same differentiators, and inability to really innovate, has left us relegated to a backend process where we are really almost all the same. What will happen is a continual move towards more commoditization, more pricing pressure, more industry consolidation. A few companies will come out on top and will continue to survive providing the same services but they’ll make it because they were able to win on price and eat up competitors and own the market.

My only response is we need to provide some innovative technology that keeps us relevant, that keeps us in front of HR, that really provides value to the customer. I believe that mobile is a step, it’s a right direction, but only a start. We need to continue innovating with AI, machine learning, make the background check so pervasive they don’t even know it’s happening while become faster and even more accurate.

Published in Articles & Blog
Thursday, 30 August 2018 19:59

CRAs What’s Your Mobile Strategy?

More than a year ago, we introduced the idea of a mobile solution for applicants to background check companies with little or no interest. Most said that customers were not interest and the current way of getting applicants into the process worked fine.

We begged to differ because of the research we had done on how much time applicants spend on their phones searching for jobs, completing applications, and just generally occupied on mobile media most of the day. We believed that we could create an easy to use mobile solution, we could improve the applicant experience, speed up application processing time and provide transparency through the process. This seemed like a win/win for everyone.

We are happy to report that our bet paid off. For the past couple of quarters deverus’ Swifthire Mobile has been live and taking the market by storm. We have been overwhelmed by the number of brand named businesses adopting Swifthire Mobile. They say it is “a must have tool” to initiate the background check process given today’s mobile workforce. In the past few months the number of applicants has grown more than 220% week by week. Clients are winning business and can’t get HR on fast enough. It’s success is beyond what we had imagined.

So the question for CRAs is, if it’s indisputable that the market is going towards mobile, if you do not have a mobile solution to take advantage of this trend that’s here to stay, what is your strategy?

We are seeing more and more CRAs coming to deverus behind the curve, about to lose a customer, missing an RFP, or generally wondering how they can catch up when the market is moving past them.

We’ve been working hard helping these companies use Swifthire Mobile to quickly adopt a mobile strategy that helps them compete in the marketplace. We’ve created an onboarding model that let’s CRAs get Swifthire Mobile in their client’s hands in days, instead of months.

Join our webinar on Friday the 14th 2018 to see how Swifthire Mobile is shaking up the industry and how you can get on board!

Join us on our Webinar on Friday September 14th at 11.00AM to 11:30 CST

Published in Articles & Blog

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.

Published in Articles & Blog

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.

PreAdverse

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

Mobile-focused development has eclipsed the desktop and is delivering a big impact on many aspects of business communications and corporate design. From website to platform UX, the mobile experience is becoming the most important tool for managers and business owners. The background check industry is no exception – mobile is here to stay.

Candidates, HR professionals, and hiring managers can all benefit from the proliferation of mobile devices. Smartphones and tablets bring a host of changes to the digital world, and it’s imperative that you tailor your offering and platforms to meet the needs of both desktop and mobile users. Mobile still has some limitations, but the advantages 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. 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.

Background check providers and 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 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.

Mobile applications create new opportunities to attract and engage your audience. 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.

Published in Articles & Blog

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