5 Tips for Better Background Screening

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Choosing a new service provider for your business requires decision-makers to take a variety of factors into account. When looking for a new background screening provider, for example, companies consider the cost, the provider’s history of compliance, its accuracy rates, and its turnaround times.

But after the contract is signed, it can be difficult for businesses to judge how well their background screening vendor is serving their company. To help with this, I’ve compiled a list of tips to aid business owners in assessing and judging the efficiency of their current screening program.

1. Consistent Quality Results

Whether you’ll be hiring on a consistent basis or sporadically, your screening provider must have a proven history of accurate results. No matter your business’s size, structure, or industry, a provider should work to give you quality results.

Put your screening providers to the test by requesting case studies for both small and large clients to see how the quality of each account’s results line up. Ask about their experience serving businesses in your industry and if they’re willing to provide references. Current customers should be able to vouch for the accuracy of their results and the efficacy of their screening program.

2. Scalability

Do you have specific times of the year when your industry experiences a peak season? Retail and staffing agencies, for example, see an influx of hiring around the holidays. If your business has a busy season, each person who joins your company becomes a representation of your brand, even if he or she is a temporary or seasonal worker. Therefore, each new hire needs to be vetted through background screening.

This increase in volume often can affect the turnaround times of your results, which can slow down your hiring in a time when you can rarely afford a slowdown. Choose a screening provider that’s capable of scaling its services seamlessly—expanding its team, increasing resources, and improving processes as necessary—to match your needs without seeing a change in turnaround time or accuracy. Even if your business does not experience peak seasons, as your company grows and expands, your screening program will need to grow with you.

3. Customer Service

Your business’s screening provider should offer the top-tier customer service your company deserves. Be wary of background screening companies that offshore their customer and applicant support. Offshore workers aren’t likely to be well versed in U.S. screening laws and regulations. Partnering with a company that offshores its customer support could lead to mistakes, compliance violations, and frustration for you and your applicants.

Ask potential providers about their customer service representatives’ experience. Ideally, representatives should have experience conducting background checks. They should be knowledgeable and able to answer questions without long hold times or callbacks.

However, many companies cut corners by forcing their service representatives to handle requests from clients on top of performing operational work. This leads to overworked, undertrained employees who are more prone to making mistakes. When evaluating a potential provider, ensure its customer service representatives are always focused on clients, not dividing their time between customers and running background checks.

4. Customization

No two businesses are exactly alike, so your screening programs shouldn’t be either. Different industries have different screening requirements. If a potential background screening provider takes a “one-size-fits-all” approach to screening, walk away…

Source: HR Daily Advisor

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