Rolls Royce
  • Company Size

  • 50,000 Employees
  • Differentiators

  • FCRA Compliance
  • DOT & FAA Compliance

The Customer

Rolls Royce is a name that evokes Great Gatsby-like visions of ultimate luxury. But the modern company is actually based on sheer power, building engines that run much of the world.

Whether it be on land, in the air, or on the sea, Rolls Royce is the preeminent engineering company focused on world-class power and propulsion systems. This industrial technology pioneer focuses on three global business sectors: civil air space, defense and power systems.

Founded in 1906, Rolls Royce now employs 50,000 people around the globe.

 
Our main focus was to find someone who would help us along the way because we are not experts and we were looking for a company that could offer some expert advice.
Kimberly Marshall
Tier 1 HR Service Support, Rolls Royce
 

The Challenges

Rolls Royce presented several challenges when it came to their background screening program. First and foremost was their need for a knowledgeable partner to help them stay compliant.

Their compliance issues stem from having so many different types of employees. They hire an incredibly varied workforce which includes: DOT and FAA regulated security sensitive positions, factory workers governed by unions, engineers, IT and other professionals, clerks in their museum, apprentices, interns and more. Each hire must have a complete screen that includes an Employment and Education Verification, Social Security Number Trace, County Criminal Search and National Criminal Database Search. After hire, everyone must also pass a drug test and complete a Form I-9.

Compliance landmines lurked in the DOT and FAA regulations, as well as in the many Ban the Box laws that vary dramatically across the country.

"We had a bad experience with our last vendor with FAA drug testing compliance," said Kimberly Marshall, Tier 1 HR Service Support. "Our main focus was to find someone who would help us along the way because we are not experts and we were looking for a company that could offer some expert advice."

Rolls Royce prides itself on its dedication to diversity and contracts with a third party to do their recruiting. It is a huge company, but the HR department ensures a human touch when it comes to hiring. For example, if an applicant has a conviction on their record, the Rolls Royce matrix does not automatically take them out of consideration. Instead, the company reaches out to the applicant to learn more about the circumstances. A lot of time and care goes into this adjudication process. According to Marshall there is a strong company philosophy when it comes to past mistakes. "We are all humans and everybody makes mistakes, and you shouldn’t have that held against you for your entire life."

A third-party firm handles all of the recruiting, but the final decision is made by Marshall. This means a lot of hands touch each case. There are a lot of moving parts and everything from the initial application to the screening results and any necessary adverse action needs to be connected. That means they needed a screening partner that can seamlessly integrate with their applicant tracking software. In addition, up until recently, Marshall managed all Form I-9s on paper.

Things needed to change.

The Solutions

Since compliance is Rolls Royce’s most pressing concern, EBI’s daily dedication to keeping clients 100% compliant put their minds at ease. EBI’s Compliance Team tracks all federal regulations and local legislation and alerts clients if their forms or procedures are lacking.

"You always have to be thinking about that stuff, and you have to have a company that is on-board with that too," says Marshall. "EBI keeps us prepared and compliant." EBI now helps Rolls Royce manage their applicants’ self-disclosure forms regarding previous criminal history, as well as managing their entire adverse action process.

In addition to compliance, Marshall says the EBI system brings consistency. "You can’t be doing one thing for one person and another for another because you’ll subject yourself to discrimination claims. We just wanted to be across the board compliant and consistent with what we are doing with everyone. We found it with this system that offers us a one-stop-shop for drugs, background and I-9."

Several features help manage all those moving parts between the recruitment company and the in-house Human Resources team. According to their EBI account manager, Rolls Royce utilizes the internal note feature in the client portal more than anyone else. Marshall says this allows her to see everything that is going on with a job candidate. "It’s nice to be able to go back and read what happened with a particular candidate, because you can’t remember everything!"

Integration with their ATS partner was also a plus for this partnership. Currently they are utilizing Taleo Enterprise, but are in the process of migrating to Workday. Having both fully integrated with EBI makes the process seamless.

 
We just wanted to be across the board compliant and consistent with what we are doing with everyone. We found it with this system that offers us a one-stop-shop for drugs, background and I-9.
Kimberly Marshall
Tier 1 HR Service Support, Rolls Royce
 

The Results and Benefits

Since moving their program over to EBI more than 3 years ago, Marshall says it’s the people that make the relationship work. Marshall raves about the EBI team’s knowledge from the beginning of the RFP process to their day-to-day interactions with Customer Care.

She says they contact Customer Care Representatives regularly, and says, "They’ve always been super helpful; super response times." Marshall says that every time she has an issue or question the team jumps right in to help. "Everything that is a concern to us is a concern to them, and that just makes you feel as though you are really connected, you are really partnering like we should. I just don’t have anything bad to say about you guys- either we’ve been really lucky or you guys are really good – and I think it’s the latter!"