Settling for the Status Quo: How to Challenge Yourself in HR, Part 1


Following what has always been done is comfortable, like a warm blanket. It’s safe — but failing to change or evolve in this fast-moving economy and talent market could be to an organization’s detriment. It’s important for HR leaders and team members to consider themselves trend hunters and thought leaders operating with a mindset where creativity and new ideas are welcomed. This doesn’t mean being cavalier. Rather, it means being open to new ideas and seeking them out, taking the time to vet and discuss them, as well as implementing programs strategically that can drive department or organizational change.

The ROI of HR

The resistance to change in human resources in part comes from the fact that the department is seen as a cost or expenditure versus a revenue-generating center. As HR grew in complexity and became more involved in business forecasting, establishing business ROI and executing progress that could be directly tied to future and current business success, so evolved the role of the HR professional into something more than it ever intended to be. We are strategic business partners forcibly involved in the success of organizations evaluating not just hiring, firing and traditional hiring advisory roles but so much more. This is where the HR ROI Scale developed by Paul Kearns comes into play.

cisive hr

As our roles become more complex and more strategic with the organization, the metrics of HR become less important, because the real value we provide is in the larger organization as a whole. Challenging yourself as an HR leader means adopting new methods and processes, thereby demonstrating a value for your organization that goes beyond ROI.

“Perpetual Beta”

Consider HR technology. Jason Averbook, co-founder and CEO of LeapGen, says that human resources must look beyond their department silos and focus on workforce technology that is focused on business processes, tools, and resources for the end user which in this case isn’t HR but managers and their teams (Workology podcast #118: Finding the ROI In Your Workplace & HR Technology #hrtech). The key when implementing successful tech, Jason says, is to always be in perpetual beta, meaning that there is always change, improvements, and enhancements, just like you see in consumer technology. This move towards “perpetual beta” has happened because of new cloud-based workforce technologies making it easier to update, enhance and change the experience and structure for enterprise technology users.

Perpetual beta doesn’t just apply to technology. If you’re always working with a new test model in HR, it seems less risky because you’re labeling it as such. It’s an easier sell to management, and the “test and scale” methodology that is so popular in tech startups gives you room to fail — which can help get you out of the same/same mindset and into a change adoption state.

In HR, like in marketing, it is difficult to put a number on the value of new programs or processes. What you can measure, however, is workplace adoption rates, employee engagement increase or decrease, and scalability. Because change is constant in the workforce, it’s natural for HR to be a change leader and early adopter. One great example is the wave of companies adopting unlimited PTO. While we don’t know what company was first to execute, we can imagine how the conversation went between HR and company executives. Companies needed a way to stand out to candidates and differentiate their perks. It was likely a HR leader who said “let’s take our two weeks of sick and vacation time and make it unlimited PTO.” Cue the company CEO and executives chorus of “no’s.” And then one company did it, with the bonus side effect of earned media coverage. Once that domino fell, other companies rushed to do the same and became part of a corporate experiment that resulted in happier employees. SHRM data suggests only about 1% of employers offer open PTO, so it’s definitely a big step, but it’s an excellent example of challenging the status quo.

James C. Owens
 and President


GDPR Compliance in the Background Screening Process

The General Data Protection Regulation (GDPR) will become enforceable on May 25, 2018.  Will your pre and post-employment background screening processes be GDPR compliant?

Join Cisive for a live webinar, “GDPR Compliance in the Background Screening Process” on Thursday, March 15 @ 1:00 pm EST.

Rob Jones, General Manager, Global Operations in London, will discuss the different areas of recruiting and hiring that GDPR impacts including background screening, candidate experience and sourcing.  He will also touch on compliance requirements for the extended Senior Manager’s Regime (SMR).

Both of these regulations will place additional burdens on employers and significantly increase the importance of compliance.

Don’t miss the exclusive event on GDPR compliance! Cisive can help you efficiently and effectively apply the new regulations.

Register today!

Robert Jones, VP and General Manager, Global Operations
Rob Jones joined Cisive in 2017 and leads their global operations and executive intelligence division from their London office. Prior to joining Cisive, Rob held a leadership position with a specialist global risk management consultancy. In this role, he developed and implemented risk assessment, due diligence, and compliance programs for Fortune 100 corporations operating internationally.

Rob Jones
VP and General Manager
Global Executive Intelligence Division

General Data Protection Regulation (GDPR) Compliance in Your Background Screening Process

GDPR ComplianceWhen it goes into effect on May 25, 2018, the EU’s General Data Protection Regulation (GDPR) will enforce a set of laws designed to protect European citizens’ personal data. It will affect all companies that deal with personal data — and even non-EU-based companies will still have to comply. GDPR will impact not just companies who are hiring in the EU but also those that are employing citizens of the EU who live in different areas of the world.

What is GDPR Really About?

So what exactly is GDPR about? It was designed as a replacement for the current Data Protection Directive 95/46/EC with the purpose of reconciling country-specific and sometimes conflicting European data privacy laws. Most importantly, it aims at changing the way organizations operating in the EU, or those collecting personal data from the EU’s citizens, approach data privacy. It also provides a harmonization of the data protection regulations throughout the EU, thereby (in theory) making it easier for American companies to comply.

Under GDPR it will be unlawful to use an EU citizen’s data without his or her explicit consent. This citizen data includes consumer information and more importantly, for talent acquisition leaders, candidate information. GDPR fundamentally changes the way recruiting teams can engage candidates who are citizens of EU countries in the areas of resume and application storage, candidate data collection, employment branding activities, and candidate sourcing strategies.

How GDPR Will Impact the Hiring Process

Recruiters will no longer be able to send emails to users who have not opted into their mailing list. Additionally, recruiters and HR staff must be aware of who is currently in their database. This means you may wish to consider grouping candidates in the EU into a different category than candidates elsewhere (who are not impacted by GDPR). You must obtain affirmative consent before collecting or sharing candidate data.

From the application process to background screening, companies recruiting or employing EU citizens must adhere to strict new regulations. Under GDPR, you are required to ask for explicit consent, clarify how you will use individual candidate’s data, and make sure that the data remains secure. This involves more than simply adding a clarification and a checkbox to data collection forms. Your vendors – such as your ATS, payroll, and recruiting software, must be GDPR compliant.

How to Ensure Vendor Compliance 

The impact of GDPR is broad, but it focuses on data collection. You’re likely using an ATS or other recruiting software, along with vendors that run background checks or candidate screens. It’s imperative that your vendors are aware of the GDPR constraints and fully compliant. Here are seven questions to ask your vendors:

(1) Do you have a clear privacy policy?

Even if you currently have one in place, companies will need to write a clear privacy policy that consumers will actually be able to read and understand. In that policy, companies must clearly indicate what personal information is being requested or collected. Candidates or applicants have to be given a choice of whether or not to provide their data and any data that is collected needs to be clearly marked for the specific purpose for which it was collected. NOTE: Any data that is collected for a stated purpose can only be used for that purpose and for which consent was obtained. This means that data collected for a job application can be used for background checks only if the applicant gives explicit consent.

(2) Do you have GDPR compliance for applications around the world or will you have separate policies for each country?

Your ATS and any other software you’re using to hold data will need to be GDPR compliant. If your ATS and other vendors are on their game, they’re already working on compliance or have compliance for GDPR in place.

(3) Opt-out or opt-in?

Most U.S. companies currently use an opt-out policy when collecting and sharing consumer data. The opt-out model requires consumers to specifically ask data collectors and aggregators not to share their data with third parties. Otherwise, consent is assumed by default. The GDPR will require organizations to do just the opposite. You must obtain affirmative consent before collecting or sharing candidate data. Make sure your vendor is prepared for this change.

(4) How will you handle “Right to Erasure” 

Under the GDPR, candidates must be able to access and review their data anytime they like, ask for updates of their data, and even allow for full deletion upon request. Candidates will have the “right to be forgotten or right to erasure,” meaning that candidates can request for their data to be erased when it is no longer necessary for the original purpose.

This impacts your ATS and the hiring process because applicants can apply for a position, get rejected, then request their right to erasure. A few months later, the same job seeker could apply again, but you won’t know it because your ATS won’t show it. No data, no notes from previous interviews, no data on the job seeker at all. And not only will you have to remove data by request from your ATS, it also must be removed from the sourcing tools your ATS uses. The same goes for any data collected for the purpose of a background screen.

(5) What is your Breach Notification policy?

GDPR requires companies to inform consumers about data breaches impacting their personal information. While that requirement is not particularly new for American companies—most states mandate it currently—the breach reporting requirements under GDPR are strenuous. Notification must be made within 72 hours from the time the breach is discovered.

(6) Are you prepared for GDPR Reporting Requirements?

Under Section 3, Article 35 of the GDPR, a Data Protection Impact Assessment (“DPIA”, which is also commonly known as a Privacy Impact Assessment or “PIA”) is required for any processing that may result in “high risk.”  The supervisory authority shall establish and make public a list of the types of processing operations that require a DPIA. While official public lists from the Data Protection Authorities (“DPAs”) are forthcoming, your company and its vendors should begin identifying areas of high risk, such as data processing, email triggers, data collection, and portability of data (when erasure is requested).

(7) What is your company’s liability for failure to comply?

GDPR fundamentally changes the way recruiting teams engage candidates who are citizens of EU countries in the areas of resume and application storage, candidate data collection for background checks, employment branding, and candidate sourcing. Compliance is mandatory for all organizations that are processing the personal data of EU residents across the globe. Failing to comply could result in severe penalties of up to 4 percent of worldwide revenue of the prior financial year or €20 million euros, whichever is greater. If your vendor software isn’t compliant, who is responsible for penalties?

Compliance is as important to your vendors business as it is to yours. If you’re not sure, use the list above as a starting point for ensuring your vendors are compliant so that you’re not scrambling to do so in May.

When it comes to pre-employment and post-employment background screening, Cisive is prepared for the GDPR.  To learn more about Cisive’s commitment to GDPR compliance, contact us at 1-866-557-5984 or email

Rob Jones
VP and General Manager
Global Executive Intelligence Division

Artificial Intelligence Will Take Bias, Risk Out Of Pre-Employment Background Screening

cisiveArtificial intelligence (AI) is changing business as we know it and major shifts are underway as adoption advances in the workplace.  In one example, IBM expects that AI will bring massive shifts in behavior monitoring over the next five years. According to a recent article, IBM plans to pair machine learning with statements made by individuals to predict their future mental health and behaviors. Industry experts say 2018 will hold more advances for AI and coming to terms with such technology now will make for life-improving programs later.  A recent Accenture survey reported that 74% of business leaders are accelerating investment in AI and such investment will boost revenues, profits, and employment.

Some companies that specialize in background screening services are investing in AI as well. Background screening providers are in the unique position of being entrusted with highly personal information and having the skills and technology to break down data so that employers can understand it and make informed decisions.  One of the things that makes AI special when it comes to employment background screening is that it can reduce recruiter bias. For those who might not be believers of such a concept, look no further than the economic recession of 2008 and so-called “over-qualified” candidates seeking jobs to make ends meet. HR professionals told candidates that they simply weren’t the right fit for the position despite the fact that they could have easily performed the job functions. According to a 2017 Time magazine article, one out of every four college graduates was over-qualified for the job they currently hold.

Scanning resumes with AI can focus on skills rather than age, race, gender and other demographics. According to tech website Venture Beat, businesses that deployed AI for the purpose of using “people data to predict business performance” jumped by nearly 30 percent between 2015 and 2016. Specifically, companies like IBM are using machine learning to fill the most complex job openings first and score prospective employees based on submitted credentials. Cisive is also leading the way with its recently-launched IDVerity identity authentication solution. IDVerity leverages AI, including ID verification and biometric facial recognition to verify the real-world identity of a candidate. Customers who implement Cisive’s solution realize benefits that include faster onboarding, deterring fraudulent applicants, and improving the accuracy of background screening results.

Artificial Intelligence has already begun to revolutionize the hiring process and we anticipate more innovation will help resolve problems and improve HR and recruiting efficiency.

Cisive Unveils IDVerityTM — Ground Breaking Identity Authentication Technology for the Human Resources Industry

Cisve is excited to announce the launch of IDVerityTM, a real-time identity authentication solution for the Human Resources industry.   IDVerityTM is the first line of defense in the background screening process and should be a foundational tool that employers use to manage the ever increasing risk of fraud and impersonation.

Data breach activity skyrocketed in 2017, exposing sensitive personal information including SSN, driver’s license, and medical and/or financial records for millions of consumers.  This combined with advancements in graphics technology, has made it easier for a deceptive candidate to falsify a government-issued ID and assume another person’s identity.  Coupled with the growing insider threat to businesses and compliance requirements in regulated industries, employers must add “Know Your Candidate” programs to their existing “Know Your Client” (KYC) program to protect their company, employees and customers.

IDVerityTM is state-of-the-art technology that forensically authenticates a candidate’s identity by validating the authenticity of their government issued ID and then comparing it to the candidates self-photograph taken from their mobile device. The solution combines artificial intelligence (AI) technology including ID verification that authenticates the ID and identity verification using biometric facial recognition, liveliness detection and live verification experts  to provide a complete solution to verify the real-world identity of a candidate. The balance of AI and human review is a critical component to keeping employers globally compliant.

This is the same technology used by law enforcement, border controls, and the TSA today, and follows the National Institute of Standards and Technology (NIST) standards for Identity verification.

“Employers need to guard against insider threats, especially those perpetrated by persons using a fraudulent identity,” says James Owens, Cisive’s CEO and president. “The IDVerity solution will allow our clients to verify a candidate’s identity and reduce their risk exposure in a dramatic new way.  We are excited to introduce this ground breaking technology that will undoubtedly transform the candidate onboarding process.”

The Benefits of IDVerityTM

  • Accelerates candidate onboarding
  • Mitigates the risk of fraud and impersonation
  • Simple to use mobile app delivers a fast and secure candidate experience
  • Deters applications by fraudulent candidates
  • Easily incorporated into your existing onboarding processes
  • Meets due diligence and Know Your Candidate/Client (KYC)/Anti-Money Laundering (AML) requirements
  • Largest worldwide support of government issued IDs – Supports 300 different ID documents available in more than 3,000 different formats issued by over 200 ISO listed countries and territories

Know who you are hiring.  For more information on IDVerity or to receive a demo, call 1-866-557-5984 or visit

For more information on the importance of identity authenticatoin in the hiring process, read Cisive’s informative white paper The Case for Identity Verification in the Hiring Process.


WEBINAR SERIES: Workplace Drug & Alcohol Testing Compliance

Thursday, January 25th @ 1:00 PM EST

More than half of the states in the US have some form of authorized marijuana use. Be it personal use or medical use.

12 of those states limit what employers can and can’t do.

Join Cisive and Encompass Compliance for a deep dive into the state specific nuances of medical marijuana use and the rules that apply. In addition, you’ll learn about:

  • The impact of the ADA and state disabilities rules impacted by Marijuana laws
  • Increased litigation of employer discrimination with judgements and jury awards for employees in excess $7 million in 2017 including one case of $2M
  • Also a quick review of the new Federal DOT regulation that became effective 1/1/18

Don’t miss this opportunity to learn from industry leaders about the state laws that apply to you and what you need to do to adjust your workplace policy and procedures.


Cisive is an NAPBS accredited and nationally recognized provider of compliance driven human capital management and risk management solutions. The company’s pre-employment background screening and integrated onboarding offering provides clients with the highest level of compliance, accuracy, quality, and configurability.

Encompass Compliance Corp. is an on-line research and risk management service that provides customers with state, federal and issue-specific drug and alcohol testing information, policies and procedures and training, which can be utilized for defeating Workers’ Compensation claims involving intoxication.


Identity Verification – The First Line of Defense in the Background Screening Process

Recruiting top talent is a critical component to the success of any company.  Human Resource professionals undergo lengthy measures to ensure they have the right candidate for the position.

How do you know if a candidate is who they say they are? 

Identity fraud is the fastest growing crime in the U.S. In the last 10 years, there have been over 7,500 data breaches of millions of records, exposing personal identifiable information (PII) such as SSN, driver’s license, medical or financial records.  The recent Equifax data breach, exposing over 143 million American consumers, exemplifies the magnitude of the problem.

Given the large number of data breaches exposing personal identifiable information (PII) for millions of consumers, combined with advancements in graphics technology, it has become easier for a deceptive candidate to assume another person’s identity and falsify a government-issued ID. Coupled with the growing insider threat to businesses and compliance requirements in regulated industries, employers must “Know Their Candidates” to protect their company and employees.

Accurate identification and identity data are keys to helping protect your company from the ever increasing risk of fraud and impersonation.

 Ripple effect of data breaches

In February of 2017, a hacker created a job seeker account in a popular job board and then exploited a misconfiguration in the application code to gain unauthorized access to certain PII of other job seekers (user names, dates of birth and Social Security Numbers). The hacker was able to breach the job board system in ten states.

The multiple effects of this type of data breach are broad and include:

  • Financial cost to the breached entity
  • Financial impact to the breached individuals
    • Direct or indirect theft
    • Damage to credit
    • Identity theft
  • Financial impact to:
    • Creditors
    • Merchants
    • Other consumers
    • AND employers

What’s a company to do?

Candidate authentication is the first line of defense in combating identity fraud and related criminal activity, and should be the foundation of an organization’s candidate background screening process.

Employers now have the availability of ground breaking identity authentication technology that forensically authenticates a candidate’s government issued ID and compares it to the candidate’s self-photograph using biometric facial recognition to authenticate their identity.

Implementing this technology as the first step before the background check will help to catch fake IDs and combat the increasing risk of fraud exposure and impersonation.

Identity Authentication technology combines machine learning ID verification and identity verification, along with biometric facial recognition, providing a complete solution to verify the identity of your candidates.

A successful and efficient Identify Authentication program relies heavily on the candidate experience.  A simple mobile enabled process for capturing the candidate ID and self photograph will help streamline identity verification and accelerate time to hire.

Worldwide support for government issued IDs

For global nationals and companies that hire employees with international government issued IDs, it’s critical that the technology you implement be able to support varying types of government issued IDs throughout the world. The time and cost savings benefits of onboarding candidates with secure identity authentication cannot be overstated. If a fraudster provides false information that is not uncovered in the background research, the background check results will be inaccurate. As background checks become more ubiquitous, there are people who know that when fraudulent personal data is not discovered and corrected it becomes difficult to positively match identifiers in criminal records. The front-end potential of an ID authentication process is a high impact event for companies.

The government issued IDs used in front-end ID authentication contain correct dates of birth which assist in the identification process. In addition, if there is a criminal record involved in the background check, the photo ID will help in determining if the criminal record is a match with the Department of Corrections photo.

To learn more about issues involved with identity fraud and cutting edge identity authentication technology available to protect your company, download Cisive’s new White Paper, The Case for Identity Verification in the Hiring Process.


New White Paper: Drug Screening Compliance-Why You Should Care

The legal liability for workplace drug testing lies squarely with the employer. Keeping up with the different and ever-changing laws around workplace drug screening can be a daunting task. Laws change and it is important to keep track of the ones that may affect your program in every state that your company does business. It is essential that employers understand the nuances of the different laws that apply to their workplace.

Over the last 40 years, workplace drug testing laws have grown dramatically, from 12 state laws and approximately 100 court cases to over 600 state laws and regulations and more than 12,000 court and agency decisions that impact our workplace. In 2017 alone, a slew of workplace drug testing compliance changes have been enacted. Do you know all of the federal and state-specific rules that impact your program and the impact they have on your organization? How does a company keep up?

In its continuing effort to keep its clients out of harm’s way, Cisive created this comprehensive White Paper which discusses the ever-changing drug screening compliance minefield and how you can create a legally compliant screening policy for your company. Some of the topics covered include:

  1. Why you should conduct drug screening
  2. Federal, state, ADA, EEOC, OSHA, and medical marijuana legal constraints to be aware of
  3. Lawsuits and fines
  4. How to ensure compliance

To learn more about drug screening compliance in the workplace, click here to download Cisive’s White Paper, Drug Screening Compliance: Why You Should Care

Cisive Named to the 2017 Baker’s Dozen List of Top Background Screening Providers by HRO Today

Cisive is pleased to announce that it has been named by HRO Today to the 2017 Baker’s Dozen rankings of Top Pre-Employment Screening Providers,  the most respected and anticipated annual ranking of its kind in the HR industry.

Cisive’s appointment to the list is based exclusively on direct input from customers in HRO Today’s customer satisfaction survey.  The survey measures providers in three dimensions including breadth of service, size of deal, and quality of service.

Cisive was ranked #1 in the category “Size of Deal”, which recognizes that many of the largest, most prestigious companies in the world have entrusted Cisive to support this critical component in their hiring process.

“We’re very proud to be named to the 2017 Baker’s Dozen list,” explains James Owens, Cisive’s CEO and President. “But we’re most proud of the fact that it was our clients’ input in the survey that ultimately led to our selection. At Cisive, we cater to the complex program needs of large organizations. This requires a unique mix of class-leading technology, coupled with relentless focus on the complex challenges that large organizations face, and a relentless focus on customer service. The fact that our customers acknowledged this is very exciting for us.”

This has been an eventful year for Cisive. In addition to being named on the 2017 Baker’s Dozen List, Cisive has been recognized as a 2017 Top 10 HRMS Solutions Provider by HRTech Outlook Magazine.

For more information on Cisive and its services, contact us at 1-866-557-5984 or visit

About Cisive  

Cisive is a global provider of compliance-driven human capital management and risk management solutions. The company’s core onboarding and pre-employment background screening offering provides clients with a streamlined, high quality and regulatory compliant solution. Comprehensive services include background screening, vendor/contractor screening, executive screening, drug testing, social media searches, fingerprinting and electronic Form I-9/E-Verify solutions.


“Lessons Learned” for a Smooth ATS-Background Screening Integration

An ATS-background screening integration streamlines the initiation of the employment screening process, improves your recruiting and human resource teams’ productivity, accelerates time to hire, and provides a superior candidate experience. It is important that the integration of these two systems runs smoothly and efficiently.

Cisive has worked for many years with the leading ATS providers and our integration team has compiled five “lessons learned” to ensure a smooth ATS-background screening integration. We’re happy to share these tips with you!

1. Know your internal processes

Oftentimes stakeholders involved in the integration process may not have the full picture of what is involved in the recruiting and hiring process. It is important to invite and/or collect feedback from all teams such as recruiters, compliance, HR managers, legal, finance, etc. For instance, workflows may have too many unnecessary or repetitive steps. Applicants have to provide information to your screening provider, as the applicant tracking solution (ATS) does not feed over all of their data.  You want to avoid forcing applicants to re-enter previously provided information. Finance would like to have invoices separated by the cost center, department, or location, but this information is not collected by the ATS or background screening provider without planning.

2. Know your previous and current pain points

Lessons learned are important to a smooth integration. Below are some questions your team should have the answers to before moving forward:

  • Are there common issues that client users have to deal with on daily basis?
  • Have job applicants provided feedback on items that could improve the candidate experience?
  • Are there additional manual steps that users have to jump through to compensate for inefficiencies or gaps in the ATS/HRIS?
  • Do recruiters have access to all information needed in the ATS or do they have to log in and out of multiple systems to fully understand what stage an applicant is currently in?
  • Will additional email notifications help to keep users updated on the progress?
  • Has a single sign-on approach previously been considered?

3. Validation rules

ATSs do not always enforce validation rules for applicants to provide required, accurate data for background screening purposes. Some examples are dates of residence history and proper match of city/state/zip code. Companies should review data that is collected from applicants. Applicants may be asked to provide too little or too much of the data that is not required for background checks. There could be room for improvement; candidate experience with the ATS is part of the overall hiring process. Companies should not lose great talent to their competition just because applicants are discouraged and overwhelmed with the application process. For instance,

  • Do applicants have to provide personally identifiable information (PII)?
  • Are you sure your company is protected from possible discrimination claims if recruiters, HR or hiring managers are exposed to applicants’ PII?
  • Should applicants be asked to provide employment and education history when only criminal record searches on residential addresses are being conducted?
  • Are you requesting salary history while some states are passing legislation barring employers from requesting applicants’ salary history?

Discuss best practices with your ATS and background check providers and continue to invest in improving the candidate experience.

4. Select ATS integration package wisely

ATSs may offer many different solutions and packages. Please consider implementing only what you need; do not be “a kid in a candy store.” Package deals may offer your company features that users will never need but the company will pay for in a form of monthly or annual fees. Over-customization may bring more disadvantages than advantages to your processes. Consider discussing additional features with your background check provider instead.

5. Discuss customer support in post-deployment stages

It is a common practice for ATSs to use consultants from other companies for implementation processes. Some questions you should ask your ATS provider or your consultant/systems integrator before your company signs a contract are:

  • What happens once the ATS integration goes live?
  • Who will support your company’s account?
  • Does the ATS have all of the documentation to be able to assist during post-deployment monitoring or future change management processes or does this documentation remain with the consultant?
  • Do you have a designated representative to your account?

To learn more about how to efficiently integrate your ATS and background screening solutions, read Cisive’s informative white paper, How to Improve Efficiency and Candidate Experience by Integrating Your ATS and Employment Background Screening Solution.

Click here for more information on Cisive’s completely flexible HR technology platform, call 1-866-557-5984 to speak with an onboarding specialist or visit