Employers Report Seeing Real Benefits from their Employment Screening Programs

Posted · Add Comment
background screening services

Employment screening has evolved to a near ubiquitous place in the landscape of the U.S. workplace, with almost every organization polled by HireRight’s 2013 Employment Screening Benchmarking Report survey reporting that it has some sort of background screening program in place.

For these 97% of respondents, background screening produces clear, easily identifiable benefits. In fact, employers taking the survey indicated, on average, 2.4 benefits that a background screening program has brought to their organization.

Furthermore, more than 40% of respondents noted that they had historically experienced a workplace incident that could have been prevented via an employment screening program.

background check services benefits

Source: HireRight 2013 Employment Screening Benchmarking Report

Employers Credit Employment Screening for Improvements in Quality of Hire
The top benefit is, once again as it was in 2012, an “improved quality of hire”. This top benefit dovetails nicely with the ongoing struggles with talent acquisition and retention that were reported by respondents, for the second year in a row, as their foremost business challenge.

Even in the face of a weak job market, employers are still struggling with this function, likely due to a deficit of qualified applicants for open positions. Background screening helps these employers ensure that candidates are qualified for the jobs they’re seeking.

This is especially important, given that two-thirds of respondents reported uncovering an applicant who lied on his or her resume. Employment screening also helps improve quality of hire by eliminating individuals from consideration who are unsuitable for hiring for the open position, given specific, related red flags in their histories.

Reductions in Risk
Many other cited benefits of background screening center on the risk mitigation rewards such a program can bring to an organization.

The second most named benefit is “improved safety and security”, demonstrating that employers see a direct correlation between employment background checks and the safer working environment they can engender. Other critical risk management benefits cited by respondents include reductions in negligent hiring risks, illicit drug use, workplace accidents and violence, and employee theft.

Employers named “improved regulatory compliance” as the third top benefit of conducting employment screening. With respondents’ continued concerns over compliance (it held the #2 spot for top business challenge of 2013), a robust and effective background screening program that is regularly re-evaluated in light of an evolving regulatory framework can help assuage some of these anxieties.

Nevertheless, employers will need to remain vigilant as laws and regulations that affect the hiring process continue to change.

Full Report Available
In addition to these benefits, HireRight’s 2013 Employment Screening Benchmarking Report explores other key issues, trends, and underlying business drivers affecting background screening programs.

Now in its sixth year, the Report also focuses on these programs, exploring both policy and practices. The 2013 Report is based on survey results from more than 1,600 respondents, including human resource (HR), security, and other management professionals in a wide range of industries and organization sizes.

Free Report: HireRight 2013 Employment Screening Benchmarking Report
Free background screening report
Discover tips for developing strategic objectives, related policies, and practical management of employment screening programs by downloading:

HireRight Employment Screening Benchmarking Report

Download Now


HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

More Posts

Follow Me:
TwitterFacebookGoogle Plus



The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.