HireRight Inc.

slider1 A Leading Health Care Background Checks Provider
  • Trusted by more than 2,000 health care organizations
  • We perform over one million health care
    checks a year
  • Expertise in integrating screening with most
    applicant tracking systems
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HireRight Health Care Blog & Compliance Alerts
  • Discover screening hot topics
  • Stay on top of the news
  • Monitor changing regulations
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Health Care Screening Best Practices White Paper
  • Identify new screening trends
  • Uncover gaps
  • Learn about best practices

Health Care Screening Benchmarks & Best Practices

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  • HireRight is the right choice for health care employment background screening because:

    • #1 We understand health care screening.

      HireRight monitors the complex and changing laws and regulations that affect health care screening programs and is committed to keeping customers informed through compliance bulletins, alerts, webinars, and an exclusive web portal.
    • #2 HireRight Applicant Center™ and HireRight Connect™ help you compete for talent.

      HireRight's secure, online portal with exclusive mobile communication features is a streamlined way to keep the applicant in the loop and provide needed documentation to speed verifications. Our expertise in integrating screening with many applicant tracking systems (ATS) saves you time and effort and helps you win the competition for talent.
    • #3 We consistently deliver highly accurate screening results.

      HireRight helps you go beyond data with experienced screening proficiency and extensive verification processes so you’re working with the most thorough, most meaningful results. Our consistent methodologies reflect a strict adherence to industry-recognized standards that help us deliver one of the highest verification rates in the industry.
    • #4 We know the intelligence you need to make hiring decisions.

      HireRight leverages 30 years of background screening experience as a leader in health care and many other industries to improve health care employment screening beyond what is offered by smaller, boutique vendors.
    • #5 We are committed to our customers’ total satisfaction.

      HireRight has the size and scale to meet the unique needs of the most demanding organizations. Last year marked the fifth year in a row that HireRight won the MarketTools ACE (Achievement in Customer Excellence) Award that certifies and celebrates outstanding achievement in customer satisfaction – and health care was one of three categories in which we won!
  • Last year marked the fifth year in a row that HireRight has won the MarketTools ACE (Achievement in Customer Excellence) Award that certifies and celebrates outstanding achievement in customer satisfaction. With more than 2,000 health care fans we can’t list all the organizations, but here’s a short list.

    HireRight is not just a background screening vendor, but a trusted partner. The products offered more than meet our needs and keep us compliant. The most valuable aspect of HireRight is the expertise, consulting, and collaboration they provide.

    Lori Burt, Director of Talent Management, Dignity Health

    Together, these systems offered the most feature-rich solution that met our needs and gave us the ability to grow and integrate as our needs changed.

    Janet Avila, Human Resources Generalist, Catholic Hospice

    If you want to save money, reduce your administrative burden, have accurate reporting, be compliant and make your life easier, don’t waste your time looking around.

    Recruiting Manager, Medical Manufacturer
  • HireRight Pre-Integrated Solutions for ATS™ smoothly integrates with health care human resource management systems (HRMS) and applicant tracking systems (ATS) through a turnkey implementation that reduces start-up time and promotes an efficient, exceptional experience. HireRight is the global leader in pre-integrated solutions with more than 20 partners, over 40 solutions and nearly 2.5 million transactions.

    HireRight’s integrations are unique because we view the relationship as a partnership - we employ an implementation manager, project manager, dedicated product manager, development resources, and dedicated customer service representatives to the support of our integrated relationships.

    • Taleo
    • Oracle
    • HealthcareSource
    • Silkroad
    • peoplefluent
    • peopleadmin
    • PeopleSoft
    • monster
    • kronos
    • kenexa
    • hrsmart
    • adp
  • HireRight, a leading provider of innovative, online background checks, serves more than 2,000 health care organizations with more than one million annual screens. HireRight leverages technology to deliver fast, accurate criminal checks, sanction checks/monitoring, identity checks, credentialing, drug tests, and extended workforce screening. Comprehensive, cost-effective screening packages are custom-designed to meet an organization’s needs and changing regulatory compliance requirements. An exclusive web-based applicant portal and mobile communication features improve recruiter and applicant satisfaction to help organizations streamline their background checks. Our expertise in integrating screening solutions with application tracking systems (ATS) delivers unmatched efficiency that that helps your organization win the competition for talent.

    Awards
    Member of
    • NAHCR
    • HCCA
    • AHA
    • NAPBS
    • Nasscom

Recent Posts

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10
APR
2014

Candidate Experience 2013: The Good, the Bad and the Better

By Elaine OrlerChairman and Co-Founder, Talent Board The results of the 2013 Candidate Experience Awards and benchmarking program are in and show that employers of all sizes and across all industries have made great strides in delivering a positive, rewarding and insightful experience to their job seekers. And though there is still some room for improvement in certain areas, the 46,000 candidates who participated in this year’s survey give testament to the numerous ways in which employers worked to enhance the candidate experience in 2013. One of the biggest trends seen this year revolves around the use of technology in the talent acquisition process. But it’s not just the fact that almost all of the 122 companies participating in the 2013 CandE Awards utilize a basic applicant tracking system (ATS) and background verifications. Most promising is the larger number of companies that have adopted – or plan to do so in the near future – additional technologies that enhance the candidate experience. These include mobile capabilities that enable candidates to apply from their favorite devices, candidate relationship management (CRM) systems to build robust talent communities and video interfaces for each stage of the talent acquisition process. The findings also highlight the relationships between candidates and companies both before and after the individual applies. As a majority of candidates reported having some relationship and predisposition toward the company at the onset, a positive association with the company is the employer’s to lose. While a good candidate experience can nurture the individual’s relationship with the company, a negative experience can be very damaging. Whether a previous relationship exists or not, a negative candidate experience can drive away great talent, qualified referrals and potential customers. As a majority of candidates are likely to share their experiences, both negative and positive, it is crucial that employers get the candidate experience right. One of the most exciting things organizations are doing to improve the candidate experience is placing greater focus on the disposition stage, when candidates are informed that they are no longer being considered. Although the average number of applicants per job had increased from 100 in 2011 to 200 in 2013, more companies are making the effort to improve the way they inform the 199 candidates that didn’t get the job.    Overall, 32.8 percent of companies indicated that recruiter communication is required, albeit with a standard script, while 17.2 require that the recruiter give details and supporting reasons for why the candidate wasn’t hired. While 18.6 percent of companies still don’t give any feedback, there is a growing number that are working to meet candidate expectations for status communication. As hiring continues to become more competitive, a positive candidate experience is essential to a company’s ability to attract top talent. It is also crucial in spurring qualified candidates who weren’t selected to continue to apply – and convince their peers to do so as well. It is very encouraging to see how companies have elevated their candidate experience throughout 2013, and we hope this trend will continue in 2014. Want to learn more? The results of the 2013 Candidate Experience Awards were discussed in depth during a recent HireRight webinar. Candidate Experience 2013 A survey of nearly 50,000 job candidates reveals important and suprising findings on what truly impacts the candidate experience. Discover these important findings by downloading: Candidate Experience...
03
APR
2014

Five Best Practices for Assessing Your Employment Screening Programs

A number of employers all over the United States are engaging in an internal review of their background screening programs and policies, responding to the sea change that has occurred in recent years in the practice’s regulatory and legal environment.   These audits are intended to shore up their programs, hopefully better insulating these organizations from expensive litigation or other costly legal actions. But for many employers, there may be a great deal of uncertainty as to where to start with these reviews. After all, background screening programs center on a business-critical process—one that has a definite impact on the success of their recruiting efforts—so pressing “pause” while undertaking a background screening audit is probably not feasible for most organizations. Likewise, employers may be hesitant to make significant changes to a program that can ultimately make their workforces stronger and their workplaces safer. So, for those organizations that need to perform this type of review of their background screening programs, there are a few best practices that can help lead them in the right direction: Involve multiple stakeholders. Though in some instances collecting input and opinions from a multitude of people may lead to unnecessary complexity and confusion, garnering participation from a wide range of stakeholders can be beneficial when reviewing an organization’s employment screening program. Representatives from human resources, legal / compliance, operations, security, and other relevant departments can add much-needed variable perspectives into this critical exercise. Designate a background screening subject matter expert (SME). Most employers would likely benefit from having an in-house expert who is well-versed in all the complex issues surrounding background screening. Some larger organizations may even benefit from having multiple SMEs that can help guide the internal audit and advise the larger team on important facts and developments. Make an immediate assessment as to whether the audit and any subsequent changes will be protected by attorney-client privilege. In the current regulatory and legal climate, any documents, working notes, or other products of the internal audit could potentially be exhibits in possible future litigation. As a result, employers should work with their counsel on the front end to determine if such work product can be cloaked by the attorney-client privilege. Determine the centralization issue. For employers with multiple locations, it is critical to determine whether oversight of the revised screening program will be centralized (i.e., managed by a single team) or decentralized (i.e., field offices can make final hiring determinations). Given the ever-evolving environment, some organizations may feel more comfortable having such decisions managed by a small group of people well-versed in all the pertinent issues. Stay abreast of changes in the landscape. With all the changes that have occurred in recent years in the regulatory and legal environment, it is somewhat logical that more evolution is to come. Employers, therefore, would benefit from remaining current with both pending and recently enacted or released changes that would impact their screening programs.   Obviously, this is not an extensive list of all the best practices employers may want to consider as they undertake a review of their background screening programs. Though such an audit may seem like a daunting task, organizations who do perform this exercise may ultimately feel more confident in their overall programs. Free Report: Checking in on Employment Background Checks Are you in compliance with the EEOC, FCRA and Federal and State Requirements? Find out by downloading: Checking in on Employment Background Checks....
18
MAR
2014

Four Key Benefits of an e-Recruiting Solution

The continued strong rates of unemployment created by a slowly recovering global economy have created a situation in which recruiters must sometimes filter through thousands of résumés and job applications to find just a handful of qualified applicants. To make this process more efficient, many employers have implemented e-recruiting solutions, or applicant tracking systems (ATS), to help them identify and hire the perfect candidate. The use of this technology is prevalent in the modern workplace. About half of all mid-size employers are using an ATS, and, according to an industry expert with IBM, an estimated high 90 percent of large organizations are using one in their recruitment process. Moreover, it would be a difficult task to find a Fortune 500 company not using one. Organizations are using ATS solutions in order to alleviate the many issues associated with talent acquisition today. Many employers implement e-recruiting software to help bridge the recent talent gap and achieve competitive advantages in their hiring efforts. Investing in an ATS solution can also provide you with any combination of the following key benefits: Ease the workload of recruiters. ATS features automate the recruitment process, helping you identify qualified applicants and reducing time-to-hire. Elements like resume screening, online job posting, and interview scheduling can help relieve much of the manual work associated with finding ideal candidates, allocating more of your time to other pertinent hiring efforts. Reduce administrative and personnel costs. With an ATS, communicating with candidates, entering data, and handling administrative duties no longer need to be so time-consuming and ultimately costly in terms of man hours. These personnel-related expenses, along with those associated with piles of paperwork, can be minimized with e-recruiting automation. Improve overall quality of hire. ATS can use pre-identified standards and qualifications to help you recognize and select ideal candidates. Also, because an ATS may reduce time-to-hire, you can keep high-quality applicants more engaged and less prone to removing themselves from the recruitment mix. Alleviate compliance concerns. Because e-recruiting solutions assist with meeting diversity objectives and automating hiring processes to make them more compliant, this technology works to protect your organization from lawsuits and government inspection. And in the case of litigation or an audit actually occurring, an ATS can quickly provide you with the information that you need to prepare for it.   With all these advantages in mind, integrating ATS solutions into your hiring processes could help strengthen your recruitment processes and attract and hire quality employees. [eBook]: Chapter 4: The e-Recruiting Solution – A Key Element in the Recruitment Process Discover the key benefits of leveraging an ATS in your recruiting efforts by reading: [eBook] Chapter 4: The e-Recruiting Solution – A Key Element in the Recruitment...

Compliance Alerts

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03
OCT
2013

EEOC Clarifies Guidance on Criminal Background Checks

The Equal Employment Opportunity Commission (EEOC) recently responded to a letter sent by a number of state attorneys general urging the agency to reconsider its guidance on the use of criminal background checks in employment.  The guidance at issue – Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964 – has been criticized since its release last year. The letter from the attorneys general took issue with, among other things, the EEOC’s application of disparate impact analysis to an employer’s use of criminal history screens, which was the subject of two recently-filed lawsuits. According to the EEOC, the criticism is based on a “misunderstanding” of what the guidance suggests, and emphasized it is not illegal for employers to conduct or use the results of criminal background checks.  The agency explains that the guidance does not urge or require employers to use individualized assessments instead of bright-line screens.  Instead, the letter states that the guidance encourages a two-step process for job applicants, with individualized assessment as the second step.  Under this process, an employer would first use a “targeted” screen of criminal records, which the EEOC says “considers at least the nature of the crime, the time elapsed, and the nature of the job.”  Following the use of a targeted screen, employers have the opportunity to individually assess the applicants that were screened out by the first step.  According to the EEOC: using individualized assessment in this manner provides a way for employers to ensure that they are not mistakenly screening out qualified applicants or employees based on incorrect, incomplete, or irrelevant information, and for individuals to correct errors in their records. The Guidance’s support for individualized assessment only for those who are identified by the targeted screen also means that individualized assessments should not result in “significant costs” for businesses. The EEOC further contends that the individualized assessment “is a safeguard that can help an employer to avoid liability when it cannot demonstrate that using only its targeted screen would always be job related and consistent with business necessity.” The EEOC also responds to another assertion in the attorneys general letter that the Guidance “purports to supersede state and local hiring laws that impose bright-line criminal background restrictions that are not narrowly tailored.” The agency responds that the EEOC’s Guidance is simply reciting and applying the text of Title VII, which sets forth the principle that federal law preempts contradictory state or local law. That the EEOC saw the need to address these issues indicates that there remains much confusion over the legality of when and how to conduct such background checks.  A federal district court in Maryland recently dismissed an EEOC Title VII lawsuit against an employer over alleged discriminatory background checks.  The court noted that employers have legitimate and at times “essential” business reasons for conducting such inquiries....
30
JUL
2013

Rhode Island Enacts “Ban the Box” Law Prohibiting Employment Application Criminal History Inquiries Until First Job Interview

Effective January 1, 2014, a recent amendment to Rhode Island law will restrict the timing of pre-employment inquiries by Rhode Island employers about a job applicant’s criminal past. Employers who are covered by the law may not inquire about an applicant’s prior criminal history until during or after the first interview with the applicant.   The amendment to Rhode Island’s Fair Employment Practices law reflects the trend toward so-called “Ban the Box” laws that have been enacted in other jurisdictions. The Equal Employment Opportunity Commission (EEOC) has likewise endorsed this limitation in its updated guidance regarding consideration of arrest and conviction records under Title VII of the Civil Rights Act of 1964. Continue reading about this development in Littler’s ASAP, Rhode Island Enacts “Ban the Box” Law Prohibiting Employment Application Criminal History Inquiries Until the First Job Interview by Rod Fliegel and Jennifer...
03
JUL
2013

Flurry of New Employment Laws Regulating the Use of Criminal Records Continues with Expanded Restrictions in Indiana, North Carolina, Texas, and Buffalo, New York

The public policy interests supporting employment-related protections for ex-offenders, including encouraging ex-offenders to reenter the workforce, are detailed in the updated EEOC Enforcement Guidance, titled “Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964,”1 released in April 2012.  And, while states like California, Massachusetts, New York and Wisconsin already extend such protections to ex-offenders, employers need to be mindful of additional new state and local laws that seek to promote these same public policy interests by restricting inquiries into and the use of criminal records for employment purposes.  For example, late last year the City of Newark, New Jersey, enacted a so-called “Ban the Box” ordinance that, with very limited exceptions, prohibits employers from inquiring about an applicant’s criminal history on an employment application, and Minnesota followed suit just last month by enacting the state’s own version of a “Ban the Box” law.  The trend continues across the country, and thus now, perhaps more than ever before, employers must stay abreast of these ex-offender protection laws and should closely monitor pending legislation at both the federal, state and local level.  On the reverse side of this issue, recognizing that employers have potential tort exposure for hiring ex-offenders, some state legislatures have taken steps to protect employers from tort claims like negligent hiring and/or retention.  One example is a new law pending in Texas.  This legislation is intended to further the same public policy interests, but takes a different and more sensible approach: curbing lawsuits against employers rather than denying employers access to potentially salient information about a candidate’s criminal past.   To learn more about this, please see Littler’s ASAP, The Flurry of New Employment Laws Regulating the Use of Criminal Records Continues with Expanded Restrictions in Indiana, North Carolina, Texas, and Buffalo, New York, by Jennifer Mora, Rod Fliegel, and Sherry...

White Papers

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18
OCT
2013

Health Care Background Screening Best Practices – How to Overcome Organizational Program Shortcomings and Mitigate Unnecessary Risk

Health care networks attend to some of America’s most vulnerable citizens, from seniors to newborns, and the seriously ill to the grievously injured. Protecting patients’ safety and welfare is key to any health care organization’s mission, and the prospect of hiring someone who may jeopardize this is simply unacceptable. And with lower cost margins and tight budgets, the last thing a hospital needs is increased liability caused by an employee’s unprofessional or criminal behavior. improving the background screening porcess mitigates an organization’s liability exposure and, most importantly, protects the patient. This white paper discusses health care industry business drivers, employee screening trends, top screening gaps, and best practices organizations use to bridge those gaps....
03
OCT
2013

How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring and Negligent Retention?

 A male health care aide returns to a female patient’s residence after completing his patient care visit and physically assaults her. Will the home health care agency that employs the aide be held liable in tort for the aide’s actions? The answer depends on how thorough of a background check the employer conducted before hiring the employee. It is estimated that employers tend to lose approximately 75% of all negligent hiring cases, resulting in large financial payments averaging over $1,000,000. This white paper will outline how health care employers can reduce their exposure for negligent hiring and/or retention claims by conducting thorough background checks that are more extensive than state and federal laws require.      ...
04
JUN
2013

Optimizing Outcomes When Changing Health Care Employment Screening Providers

For hospital and other health care organization executives concerned with sanctions and legal risks, changing background screening providers is often a common—albeit anxiety-filled—business necessity. With myriad changes necessitated by new federal and state regulations, the Patient Protection and Affordable Care Act (PPACA), competition, and consolidation in the industry, there may be a reluctance to change employment and hiring procedures and background screening providers. However, health care employers needn’t fear undertaking a change. This white paper will review the challenges that health care employers face when replacing their background screening providers, describe a best-in-class implementation plan, and suggest qualities to look for in a new background screening...

Customer Testimonials


Awards

Member of
  • NAHCR
  • HCCA
  • AHA
  • NAPBS
  • Nasscom