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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29
JUL
2014

Creating an Organizational Czar

We understand how difficult it can be to keep up with all the changes occurring with the EEOC and the other regulatory bodies in the healthcare world. Wouldn’t it be great if you could just schedule a one-on-one personal session with a lawyer who specializes in this area to answer all your questions? Well we’ve done the next best thing for you. Sherry Travers, a Shareholder at the Littler Mendelson Law Firm, with over 20 years of experience litigating and consulting has put together eight short videos on the topics that she feels would be of most interest to you. Each video is short, approximately 6 minutes in length.  This is our final video in the negligence series with a focus on the EEOC’s guidance report and creating an organizational Czar in order to stay on top of all of the rules and laws as they come out. Sherry recommends creating a Czar for training people, updating policies, getting legal review, and maintaining compliance with all of the requirements. Free Report: How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring & Retention Learn how creating an organizational czar could help your organization stay out of the courtroom: How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring & Retention     ...
22
JUL
2014

Ban the Box

We understand how difficult it can be to keep up with all the changes occurring with the EEOC and the other regulatory bodies in the healthcare world. Wouldn’t it be great if you could just schedule a one-on-one personal session with a lawyer who specializes in this area to answer all your questions? Well we’ve done the next best thing for you. Sherry Travers, a Shareholder at the Littler Mendelson Law Firm, with over 20 years of experience litigating and consulting has put together eight short videos on the topics that she feels would be of most interest to you. Each video is short, approximately 6 minutes in length.  She discusses how for years, when a negative record was received from conducting a background screen, companies would look at three things: 1.) Nature or the seriousness of the offense. 2.) Remoteness in time. 3.) Job relatedness. These three criteria are known as the “Green Factors.”  The EEOC has now determined that this criterion is inadequate and needs a deeper analysis on an individualized basis which now includes 12 criteria’s. Watch now to learn more! Free Report: How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring & Retention Learn practical tactics your organization may consider to stay in compliance with the EEOC How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring & Retention     ...
15
JUL
2014

Tips to Minimize Risk in Light of the EEOC Guidance

We understand how difficult it can be to keep up with all the changes occurring with the EEOC and the other regulatory bodies in the healthcare world. Wouldn’t it be great if you could just schedule a one-on-one personal session with a lawyer who specializes in this area to answer all your questions? Well we’ve done the next best thing for you. Sherry Travers, a Shareholder at the Littler Mendelson Law Firm, with over 20 years of experience litigating and consulting has put together eight short videos on the topics that she feels would be of most interest to you. Each video is short, approximately 6 minutes in length.  In our sixth video topic, Sherry Travers highlights the EEOC’s strategic enforcement plan and identifies the areas on which they are going to focus. She recommends organizations make pre-employment screening their first priority.   Free Report: How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring & Retention Learn how to mitigate your organizations risk of a negligent claim: How Can Health Care Employers Reduce Their Potential Liability for Negligent Hiring & Retention     ...

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