许多公司面临着由分散的人力资源职能管理方法所带来的挑战。由于合并和收购，组织通常会继承分散的人力资源部门及其流程。集中管理的背景筛选计划可以帮助您的组织最大限度地降低风险、最大限度地提高合规性，并提供最佳的最终用户和候选人体验。
通过合规、裁决和不利行动降低风险——集中式系统可以促进整个组织的合规性和更严格的合规性。它还有助于一致的裁决决定和正确执行可能涉及个性化评估的不利和不利行动。
帐户结构——通常，集中式程序需要更少的帐户、更少的包变化、更少的一次性流程，并且总体上更易于管理和维护。
培训– 集中式模型通过简化用户流程和统一公司政策（包括如何正确使用筛选提供商的解决方案）来简化新用户培训。
筛选标准– 集中式计划可在筛选候选人时按工作角色、明确定义的套餐内容、及时了解法律变更/要求以及增加与其他同事一起审查公司政策和招聘决定的机会提供一致性。
背景调查的排序- 集中流程可以更轻松地管理合规政策，包括对相应职位进行适当的检查（例如，驾驶职位的 MVR、财务敏感职位的信用检查、受监管职位的独特筛选要求）确保有专职人员管理流程。
结果跟踪——管理集中筛选流程的个人更了解支票的状态，有助于确保不会因客户或候选人造成延误，从而加快整体入职流程。
候选人参与- 集中式流程可以改善候选人的沟通，让候选人能够准确了解他们的要求以及是否需要其他信息。
候选人体验——通过将您的筛选提供商介绍为您所有招聘地点的全球合作伙伴，雇主可以帮助确保一致的候选人体验。
报告– 集中式计划可以就投资回报、雇用时间、裁决结果（通过背景调查的候选人与未通过的候选人的百分比）、犯罪率、流程改进等指标向高级领导提供更好的沟通，和候选人/用户调查结果。
审计——定期审计验证每位新员工是否经过适当的背景筛查。这对于选择重新筛选的客户也很有帮助。当有一个单一的集中系统时，审计通常更有效，因为可以更容易地收集和分析信息。
Reduce Risk through Compliance, Adjudication and Adverse Action – A centralized system may facilitate tighter and more stringent compliance throughout the organization. It also assists in consistent adjudication decisions and proper fulfillment of pre-adverse and adverse actions that may involve individualized assessment.
Account Structure – Generally, centralized programs require fewer accounts, fewer package variations, fewer one-off processes, and overall are easier to manage and maintain.
Training – A centralized model simplifies new user training by streamlining user processes and unifying corporate policies, including how to correctly use the screening provider’s solution.
Selecting the Background Check Provider that Delivers the Greatest Value
Screening Standards – A centralized program offers consistency in screening candidates by job roles, well-defined package content, staying up to date with legal changes/requirements, and increased opportunities to review corporate policies and hiring decisions with other colleagues.
Ordering of Background Checks – A centralized process can make it easier to manage compliance policies including running the appropriate checks for the corresponding job positions (e.g., MVR’s for driving positions, credit checks for financial-sensitive positions, unique screening requirements for regulated positions) by ensuring that dedicated staff manage the process.
Tracking of Results – Individuals managing the centralized screening process are more aware of a check’s status, helping ensure there are no delays caused by either the customer or candidate, which accelerates the overall onboarding process.
Candidate Engagement – A centralized process can bring improved candidate communication, giving candidates the comfort of knowing exactly what is required of them and if additional information is needed.
Candidate Experience – By introducing your screening provider as your global partner for all hiring locations, an employer can help to ensure a consistent candidate experience.
Reporting – A centralized program can provide better communication to Senior Leadership regarding metrics such as return on investment, time to hire, adjudication readout (percentage of candidates who pass the background check vs. those that do not), criminal hit rates, process improvements, and candidate/user survey results.
Auditing – Periodic audits verify that each new employee was appropriately background screened. This is also helpful for customers who choose to rescreen. Audits are typically more effective when there is a single centralized system as information can more easily be gathered and analyzed.
