
Written by Wallace Davis, CEO & Founder at Peopletrail.
Here are some of the critical problems faced by human resource professionals when they hire a background screening provider.
Bargain Services
A background check is the best way for HR staff to find the most qualified candidates. When it comes to background checks, just like anything else, “You get what you pay for”! You are already making a significant investment by hiring the right candidate, why not devote a few more resources and get a comprehensive report providing you with valuable information about your future candidates. Information that may affect a stable working environment including character, general reputation, personal characteristics and mode of living, as applicable to specific job functions.
Reports may involve personal interviews with sources such as neighbors, friends or associates. The reports may also contain information about criminal history, credit history, driving and/or motor vehicle records, social security verification, education or employment history, or other appropriate background checks. Taking shortcuts employing measures of quick, cheap or even free, checks may cause problems. You may be overlooking the significant history of a criminal record, the accuracy of the information or even the ability to use the information in a hiring decision. This could endanger the lives of others and/or cause liability to the company for deeds not discovered with a thorough background check.
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Delayed background checks
Many different factors affect how long a background check takes to complete. A few factors which could cause a delay are:
- The location or specific jurisdiction where the information is coming from.
Many times, information comes from a court researcher going directly to the courthouse pulling the information manually. Screening companies are at the mercy of the court to provide them with the applicable information. While experienced firms know how to work around many of these problems, they are still dependent upon third parties, original sources, and governmental agencies for background information.
- How extensive the criminal background is, and the number of jurisdictions checked.
If an applicant has worked, lived or gone to school in many different locations you may want to check all of those areas. While this can happen simultaneously it may increase the turn-around-time based on the reasons above and differing jurisdictional systems. Additionally, there is not one process for federal, state, county, and municipal jurisdictions. They are each a unique search and are not connected to each other.
- How many products and what types of checks are ordered for a specific individual?
Beyond criminal checks and instant reports such as credit and Motor Vehicle Record records, third parties may need to be involved where responses are paramount to the validity of the report. References for past employment, license and education verifications depend on school registrars, governmental agencies, and other third parties for relevant and up-to-date information.
- How accommodating is the candidate?
Many times, the background check is kicked off by the candidate completing the electronic disclosures and authorizations. If they are slow to complete this process or are busy looking for other jobs this can increase the turn-around time before the screening process even begins.
These are all factors that a screening provider should be aware of and familiar with efficiently moving through these obstacles in order to return your report in a timely manner, thus providing the employer with a much quicker result.
Inaccurate and non-compliant information
HR requires quick and efficient communication with the background check company. The livelihood of a candidate/family could depend on the clear communication between HR and the background check provider. When a background report includes inaccurate or unnecessary information this can not only extend the turn-around-time but cause frustration and extra work for the employer. Additionally, when inaccurate information is reported, this not only opens the employer up to liability, but can damage an individual’s reputation and, the candidate suffers. It is also possible to report information that is technically accurate but not legal to base an employment decision upon. It is important for the background check provider to know the laws, be certified in the industry and have a proven process to keep the employer safe. The Professional Background Screening Association provides an accreditation certification that can be relied upon for independent validation of a company’s compliance.
Peopletrail is PBSA Accredited.
Poor customer service when needed the most
When busily trying to recruit and hire candidates to fill vital roles, only the employer suffers when poor customer service is provided by a screening company. Formal training and an understanding of the criminal background check, and the results are significant. Regarding criminal records understanding legal terms, and the vernacular of the industry is important. It is also crucial to consider how many offenses, crimes or charges a candidate has been charged with and whether or not they were convictions. Also communicating how far back the crime was committed, and the serious nature of reportable non-convictions is valuable. Background check companies employing a specialist in each specific area narrows the possibility of errors and omissions on a report and also minimizes the liability for the employer.
Non-Customized, Non-Flexible Packages
Each company’s applicant tracking, recruiting, hiring, and employment offer process is different according to their specific industry or just for internal efficiencies. The background screening process needs to fit into this process, not the other way around. Finding a screening company that is flexible and willing to adjust to your process should be a factor in your decision to work with a provider. During the hiring phase, employers want to provide a new candidate a comfortable and simple experience. Since background screening is imbedded into this process it should be no different. Knowing how to recommend products and services that fit not only your process but also your budget can make a huge difference. Many Background companies offer employers set packages with no customization options. Customization of the packages offered is significant to individual businesses that require extensive drug testing, physical examinations, or higher levels of security screening.
Confused Data
Initially, when a background report is completed and sent to the HR manager, there may be unclear information that needs to be explained or is questioned by a candidate and/or employer. HR needs data that is transparent and easy to read. When looking over court rulings and complex legal terms, the language used can be confusing. Questionable information that is not relevant to the specific candidate is oftentimes left in the report. It is important that you work with your provider to screen out irrelevant information and duplicate records.
Lacking Human Touch
Sometimes the results of a background check can be very shocking to the employer. Coincidentally even the candidate can be surprised if the information is not transmitted correctly. Background check reports are so much easier to understand when presented with the human touch. Technology, databases, electronics and other non-human intervention can make things fast and efficient.
Unfortunately, in the background screening industry utilizing technology without the human touch could be devastating. If results are scrubbed by an analyst before reporting them to an HR manager, they can get a much clearer picture. The lack of human touch can also make the whole process impersonal and confusing.