7 Risks During a Background Screening Implementation (and How to Avoid Them)

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A background screening provider should help make the hiring process easier for a health care organization. When the professional service isn’t up to par, the organization may face these risks: making bad hires, losing talent because of slow turnaround times, failing to comply with hiring regulations and a mess of legal issues.

If your organization has ever dealt with such risks, it may be time for a switch to a new employee background screening service. By using a screening provider that addresses the organization’s industry-specific needs and offers change management support, should do everything it can to make the switch smoother for you.

The following is a look at the risks that health care organizations face during the implementation of a new screening program and what an organization can do mitigate them:

    1. Resistance to Change: Whenever there’s a change within an organization, there is always going to be some kind of employee resistance.


      When implementing a new background screening system, keep employees in the loop about the changes to come and offer trainings about compliance standards that should already be in place, like the 2012 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions. Assure the employees that they’ll receive the proper training before the launch of the new employee screening system, as well as post-launch support.


    1. False Starts: When there are unfamiliar processes that disrupt the launch of a new screening program, employees may view the new screening provider as an inconvenience and revert to old habits.


      To prevent false starts, look for a background screening company that has detailed implementation plans that they’ve tested and used in the past. The predictability of the plans gives the organization a look at the difficulties that may arise and builds trust in your employees that switching providers will be easier than they thought and help you maintain momentum during the transition.


    1. Project Management Expenses: When a proper implementation plan isn’t in place, project deadlines begin to slip, causing unnecessary expenses.


      To prevent such an issue, work with an employee screening company that values the planning phase of an implementation and offers the assistance of a project manager who ensures the timeliness of the plan and works to prevent budget overruns.


    1. Business Execution Impacts: New processes and technologies can cause delays that can affect deadlines, workloads and the hiring of competitive talent.


      During the implementation planning stages, determine the positions that need filling and act accordingly. To control applicant satisfaction, let candidates know that your switch to a new background screening provider was accomplished in part to create a better applicant experience and assure them that the organization will work as quickly as possible to process their applications.


    1. Staff Training: When staff members don’t adopt new procedures quickly, they’re less productive and efficient, and the organization loses revenue.


      Use a background screening service that offers a variety of online, self-paced training modules, webinar education and instructor led options using techniques that promote the quick adoption of new procedures and background screening best practices. The service should also have the project manager available post-launch to address skill gaps and offer additional training. Ongoing training and refresher courses must accessible to ensure both new and current employees get the most from your new background screening solution.


    1. Incomplete or Undocumented Processes: When there is no record or an incomplete record of procedures, processes and organization policies, a health care organization will experience an inconsistent following of the implemented hiring standards.


      Work with the screening provider and your legal counsel to derive a set of hiring-related policies and procedures that include documentation practices. This is one of the major steps to a successful implementation.


  1. Increased Risks:A poorly implemented background screening program can open the doors to bad hiring decisions, which increase your administrative costs and places the organization at risk for compliance penalties and litigation.


    Work with a background screening company that offers support from the planning to post-launch stages to ensure the successful implementation of a new employee screening program.


An employee screening provider successfully helps mitigate risks, not pose them. To learn more about implementing a new background screening program, download HireRight’s whitepaper on Optimizing Outcomes When Changing Health Care Employment Screening Providers here.


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.

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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.