TaPod - We Talk Talent Acquisition.

Ep 27 - Rod Sherwood - How CV Check works

February 20, 2020 Craig, Lauren & Rod Season 2 Episode 27
TaPod - We Talk Talent Acquisition.
Ep 27 - Rod Sherwood - How CV Check works
Show Notes Transcript

Join Lauren and Craig as they catch up with Rod Sherwood - CEO of CV Check...
Learn how CV Check (current sponsor of TaPod) works and just how candidate verification has evolved to add real value to the TA function.

spk_1:   0:00
wait A podcast for everything. Telling, acquisition wear informative, controversial and a little bit crazy. Now please join your hosts and industry leaders Lauren Shop and Craig Watson.

spk_0:   0:24
Hi Top Otters. It's Lauryn Hill and Craig. Welcome to tap for today and today we've got a very special episode. We're here with Rod Sherwood, who's the CEO off CV cheque. Welcome. Right.

spk_2:   0:35
Good morning or afternoon, depending on when you are joining.

spk_0:   0:40
So before we start looking and often we like to get an understanding of people were talking to. But just we got a question. How is someone who's born and bred in South Coast, the West, Australia and and done some kite surfing and quite selling and other things end up being coming? A Swiss citizen, E. Do you also want to know if Lake Geneva now has a wave pool? Well,

spk_2:   1:04
you know, still no wave pools. I can't. Probably the one and only person to have on the lakes of Switzerland

spk_0:   1:11
happens

spk_2:   1:12
every now. Big storms. I grew up in an area which is a surfing town, among other things, and came to her in about 10 years here. And then my wife and I packed into jobs for a one way ticket and went to London with a view Teo saying, World, we didn't didn't have jobs before we got there. One thing led to another on intermittent with passages of travel. We ended up in Switzerland in a lovely town called Michelle. It's also can talk. It's about an hour north of Geneva, and we lived there for 14 years.

spk_0:   1:43
I was

spk_2:   1:44
working for a business called Real Fear, which the large multinational, probably one of the top 200 companies on the planet. They deal in information and data, and my wife set up a physio practise there. Well, great life there. We got invited to can't Swiss att. About 12 14. Umar People underestimate the two country Australia's great in one context and again is a very outdoor style country. Switzerland's great in another context again of an outdoor country. So for us, we spent a lot of time rock crawling and in mountains

spk_0:   2:20
way. We're going to have a chat to you about the background screening and all the other services that you guys provide over their CV cheque. So tell us in detail. What exactly is a background screening?

spk_2:   2:40
Okay, We'll go to the very core of this, essentially an enterprise. Be a government or private, produces some kind of good or service, and in order to do that, they combined physical inputs like coal mine or in that sort of thing and skills of their people to construct that good or service and get it out into the marketplace. So when you think of it from that perspective, you're combining people and Capability said. So each enterprise needs a collective set of skills and capabilities from its people, person by person, those skills, or what the manager's on enterprise actually assemble a maintained with each workforce where we come in. If we helped talent acquisition managers by proving up some of the people skills, attributes and capabilities as their own boarding and also maintain a record about skills and actually it's and comm lines as people go through their career in organisation on what that does is it frees up the talent acquisition manager to find the quality candidate on and get them into the organisation. Part of that that we do is called background screening and in essence we get a high confidence around the identity of the person way, then prove up their capability so they may be a qualified accountant. They will be either a CP way will look at their professional training, their university skills. We can obtain references for them. And we can also prove up things like they're not a convicted fraudster. Don't have a bankruptcy problem credit and songs that we get very deep amount of historical data about that candidate. But that doesn't tell you the full picture. And that's where the talent acquisition manager comes in and goes, Okay, well, that's great. This person's historical background as an accountant is solidly unprovable up, but the accountant for this company and this type of industry,

spk_0:   4:46
and you've been moving more recently away from completely checked based to more like a solutions provider. So how does that work?

spk_2:   4:53
What we're finding is people coming cos they're coming to our to determine what they can use our school and how can they manage the risk associated with some of their people? So we think of it from a really identity. We have access Teo Certain databases, which mean who can prove a document issued as an identity document, is actually still an issue not reported lost or stolen. Wait for a range off them. And then we can create physical link between that person and that document so that we can know that the person representing that job blog's the accountant is indeed Joe Blocks

spk_0:   5:34
on. Basically, you guys are cutting out a heap of time and saving that for the tears to get their work done by doing all of the factual cheques on the little stuff that normally takes out 1/2 freaking day.

spk_2:   5:51
Correct, that's exactly what happens. And so that's just to initiate them. Then there's the actual background processes going and getting that data or certainly not checking it, issuing a exchanging with the candidate making sure is true and then getting it across to the employer.

spk_0:   6:09
That process used

spk_2:   6:10
to take weeks, if not months

spk_0:   6:12
on

spk_2:   6:12
by and large, is down to 24 hours now for Global Mitch.

spk_0:   6:17
Oh, wow. So remember years ago used to feel things out and get to get information. You had to do it, then put it into a certain police body, etcetera. Anita, each state's got a different body. So is that all now have centralised where you could get that information, or do you still have to go for each state for that sort of stuff?

spk_2:   6:35
There's an assemblage with Basically, there's a national body which houses and runs the criminal data

spk_0:   6:42
you

spk_2:   6:42
have. Teo. In our case, we have to get accreditation from them in order to access the data set. And that process involves reviews a technology control course of information on someone. So for background screens on our own people, Australian anything, I also have privacy regimes, which are very solid. So when we design assistant with the outset, we thought of prophecy at a very cool. So each time somebody puts candidate through our screen process, we have that candidate enabled with their own dashboard, whereby Stevie Cheque pushes each certificate result that sport that individual season each time and it's up to them. Then Teo monitor it so they get notification or when it's being single. Bit of information has been viewed on so on and so forth. Engage with the dashboard, definitely from a corporate viewpoint. The person getting that candidate through our process is gone. Bacon, bacon points fans. They will actually have been shown this information confirmation by this independent company court TV cheque that you're you. We've been able with the dashboard and all your information stored there so they can view at an individual level all the information that we produce, which is in shared to the corporate. So from the private viewpoint, the best of all worlds in the sense that the person is actively engaged at each point of where their daughters,

spk_0:   8:10
you're not only working sort of more in a reactive sense with candidates in process, you're now working with clients or organisations with capability mapping for that sort of future and current work, they say. Tell us a bit about that.

spk_2:   8:24
We've got a very broad breach business, large enterprises which contain a lot of the most common names. You're here and it's really in England and multinationals as well, and they range from mining companies through the telcos. A bank and each of those companies has different core capabilities, but what we help them, where is winter? Put the compliance standards and risk standards around background screaming and would have based criteria you looking to fulfil? And there's a narrow set of standards which cover that so we can set up a cross, a ll those entities, We set up a core base level off his minimum requirements for screen on. They will entail my gentle criminal history and references. So which you guys often the talent acquisition manager, will actually teo a verbal reference and then back it up? There's a question asset like we have so that sort of written records and then have to call occasions where they are concerned. The qualification is initiative based. Requirements were generally stretch across a ll the industry. And then there are other instances where, in addition to those or complimenting eyes, you need to look at the particular role The persons in a truck driver working to, say Toller, a logistics company. You will also want to know Do they have there heavy duty life, but also other is that life is still an issue.

spk_0:   9:56
And

spk_2:   9:56
why would they want to know that what was a truck driver has an accident is found to be at fault, is using the company's vehicle and creams a few people. Then we've got a very large problem that organisation, that driver and this machine

spk_0:   10:15
in there too.

spk_2:   10:16
Yeah, So companies come toe on often. What we see in these compliance and risk areas of the company, you'll see turnover of staff. So they're regularly losing the built up knowledge in the organisation and they come to us just in bed that organisation knowledge through sitting up solution bundles off cheque, that seat a job role. We've got a number of organisations now which you, Teo, set up the buy job Rolande seniority in the organisation. Risk what cheques that they need different types of all

spk_0:   10:53
and being in the HR tech or technology driven industry, you'd be any constant state of development and and adding improvements or even looking for a strategy that may add value on top of what you're already doing. So future plans for CV cheque where you see them headed, right,

spk_2:   11:12
We'll see you cheque. I think now we've lived of all business from being one where we're suing cheques and you look at the name CV cheque. It says kind of what we do. But we evolved on that. So we are looking at language work that we need to do to describe better the solutions that we provide. But looking at the company generically, we've got a 15 million person employment market in Australia and we're

spk_0:   11:36
only

spk_2:   11:36
screaming around 202 150,000 people which year?

spk_0:   11:41
Big Mark

spk_2:   11:41
got along. Yeah, we've got a long way to go before we're looking at market saturated. There's a lot of education work still required across large enterprise and medium sized enterprise on ability. Teo manage. People risk in a way that we do it. We got a lot of work on educating Australian New Zealand market and a lot of opportunities present out of that. So at a very cool, we're going to stick to our knitting. But Teo, the challenge that we face now Tio make what we do. Maura available Thio more ofthe industry and one of the ways that we're doing that is working with HR Tech vendors. Teo Make Stevie Cheque available at the Micro Service in their back end systems that if you're on a page up, people will snap hard in DeLand or a job. Then you can pull down CV cheque and get it installed into your organisation and embedded into your work wise. The management of your people

spk_0:   12:41
e was that wreck fest, and so was Lauren and Colin delivered a really interesting piece around digital identity. And before I say that I must also mention the CVI cheque one the best table there and supporting the Venice basic lifesaving Kleiman was amazing. Look, you guys, that was great. Great there. But in terms of digital identity ways, where do you see that going?

spk_2:   13:01
It's a really important question and issue. Actually, digital identity is one whereby governments would like people have digital idea

spk_0:   13:11
and skin microchip. Well,

spk_2:   13:17
well, maybe a tattoo on the back. But I think that part of that come with that desire for the efficiency and everything that could Breen and potentially the security help that it could bring to each individual. Going hand in hand with that is a requirement to bring the individuals along the path so they know how to manage that digital idea. And without that and without that deep involvement off the individual, it's going to flounder. And I think that at this stage, yes, I think cold correct. The types of the uses of information are becoming available. And now if you look just your apple final or your Samsung Fine digital identity is embedded in a lot of those, how'd I get into this thing and it's not using it processes is becoming more vigorous. But I think that the application of identity in a way that benefits the individual, we're still not there. And I think that both industry and government as well as individuals need a bit of a power and get on the same page before they just roll us out. I really do the opportunity for individuals to benefit from it equally. See great off puny for abuse. And you see that kind of use in types of scandals that emerged on social media discussions with Facebook and song, where a person's hash or their pattern around the Web is able to be picked up by organisations. But the individual doesn't know they have it. It's not trust into their faces. They were using your hash. We know everything about him. So I think the digital idea it's coming, no doubt about it. It's probably a juggernaut was unstoppable. But I do think that there's a lot of work needs to be done educating and working with the popular so it doesn't become a matter.

spk_0:   15:11
Yeah, I agree with that Now also needs some sort of governance there as well. If are for some reason you get something coming up against your name and your profile that isn't actually Ube.

spk_2:   15:23
Yeah, that's why you have as an individual music you, Khun, seeing I have a second. That record is wrong,

spk_0:   15:31
right? That's

spk_2:   15:32
good. I have definitely not gone bankrupt.

spk_0:   15:36
It sounds like with your with your platform that each individual has access to. There's a strong opportunity to pick that up early in the process.

spk_2:   15:44
Yes, therefore, they can engage with employers, not mean

spk_0:   15:48
on TV Cheque. The company they're finding that talent acquisition is looking mohr to your industry, for the lead and for a system that works. And with this platform, I guess that's a really long way down the path for them. And I would see this is really comforting way to go.

spk_2:   16:08
It takes a whole bunch of burden off the thing you think you're saving the household goingto a multitude of different windows to get confirmed information

spk_0:   16:19
about

spk_2:   16:20
a candidate when really what you want to know is what have they done? All the things that they've said? Yes, you want to know that be Are they going to be the right person for this job and you're doing your engineering and so on and so forth. You finally selected candidates. And if you think I would go out and do the screening, it's been standing between you and that person actually working, starting to produce the goods and services that company. Now we've had plenty of instances where we've learned that person was required on site on the North with gas shells project and the opportunity cost of that personal being on site 50 to $100,000 a day. Where we come in is Eric Waken. Speed up that process massively compared to a person inside an organisation doing it on their own, and it comes at a cost of 100 or $200. So the opportunity in using up is that just take away those sorts of hi call thing, the result from delays in getting information,

spk_0:   17:26
concerned saving and for certain having you guys on board by the sounds of it, because they can always move onto your next job feel because you've always got them there. So we owe

spk_2:   17:40
you get into the scandalous storey out there.

spk_0:   17:42
But really what

spk_2:   17:43
people people don't getting more on us, but with a number of those sort of people, you see the frequencies of those things in the news media and stuff. But when you get down to the full picture of 10,000 candidates, the number of those really decides people is very now and small s really what you're talking about. Doing the screening for mix of insurance, making sure that there are things about Sy but also full speed in tal. You know, getting out person into your workforce faster so they can start contributing to the company. We're enterprise goal much quicker. That's what we enable and where way help a little bit of trusting those facts about the person, and it helps with the focus on the dough I have. The quality can be out of the fire, which is the one.

spk_0:   18:34
I think that's a really important point, that trust piece, because it is a major part off the recruitment process, and it's not an impossible from sitting in front of someone. Teo be able to have a level of comfort that takes you through that trust peace. And so the solution that CV cheque provides is something that I A teams across Australia, New Zealand. We need to look at toe, work out what they can free up in terms of time and in terms of resource, to focus on the face, to face stuff that they do so well.

spk_2:   19:05
More than anything, we've got a way to bring the individual candidate and a company together condition of trance quicker on DH. That's really powerful in terms of water condemned for a workhorse.

spk_0:   19:16
And on that note, right, we're probably going to end it here today. But thank you so much for the insights of CVI cheque. And like we said from a talent acquisition perspective, anyone who's listening make sure that you look up CV cheque, get a demo, understand what they do, what their capabilities and how it might work for your business. Say once again, thanks so much for your time today. Thank you. Definitely

spk_2:   19:37
think Lauren.

spk_0:   19:37
Very insightful. And the time savings incredible. Quite

spk_2:   19:43
a different.

spk_0:   19:46
Now that's a good bye for May and buy from me, everybody and thanks. Rival speeches get seen. This episode of top part has been verified by CV cheque.

spk_1:   19:55
The experts Thanks for listening to Tar pod. Please don't forget to subscribe and look out for upcoming podcast