5 traits of effective employment background screening

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An effective background screening program provides many benefits for employers including maintaining compliance, improving the quality of hire and mitigating liability risks. By understanding the key traits of other successful background screening programs, you will be able to successfully design or review your current background screening program to achieve these benefits.

1. Focus on Timeliness
Employers that focus on quick turnaround time for background checks are able to free up human resources personnel to work on other tasks, which may be vital to building a strong workforce. In addition, reducing the overall time-to-hire helps employers to compete for the best candidates. If a job candidate receives a firm offer of employment from a competitor first, then he or she may decide to work for the competitor instead of for your organisation.

2. Maintaining Compliance
Employers often cite complying with employment and data protection laws and requirements as a significant challenge. Failure to maintain compliance with laws and regulations could result in severe penalties, however, staying current with evolving requirements and regional variations can be challenging. In-house legal counsel and background screening providers are valuable resources to help navigate inter-country complexity and build effective and compliant screening programs.

 3. Centralised Program Management
By centralising the background screening process, employers may see benefits including a more consistent, efficient, accurate and compliant screening program. A centralised employment screening process may also allow organisations to reduce the number of software programs and providers involved. Many employers also benefit by defining program ownership of the background screening process, typically the human resources department.

4. Remember the candidate experience
Successful programs engage candidates early on, explaining what elements will be searched, the purpose of the check, and what is expected of the candidate. In some areas of the world, candidates may be hesitant to agree to a background check because of a lack of familiarity with what is involved.

5. Continual Self-Assessments
An annual audit of your background screening program can help reveal whether it is effectively meeting your hiring and risk mitigation needs. Background screening program audits also help organisations remain current with evolving legislation.


The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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