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从背景调查中获取更多信息的 7 个筛选指标

监控筛选计划的关键绩效指标 (KPI) 可以为您的组织节省时间和金钱、加快入职速度并提高招聘质量。通过了解您需要衡量的背景检查指标、定期跟踪它们并将它们与您选择的基准进行比较,您可以主动解决任何潜在问题、识别低效率、降低成本并优化您的流程。

在本文中,我们将深入研究每个指标并查看其组成部分,以帮助您了解要跟踪的内容、如何衡量以及这些指标为何重要。 

要衡量的背景筛选指标 

背景筛选基准可能因行业、位置和其他因素而有很大差异。例如,2019 年验证数据的平均差异率(候选人提交的无法验证的信息量)从运输和卡车运输的 8.99% 到教育的 27.66% 不等,平均总体差异率各行业占比为 20.92%。如果您没有来自行业组织或其他第三方来源的筛选基准,则需要根据内部数据开发自己的基准。 

使用您现在所在的位置作为起点。然后设定改进的基准,并随着时间的推移努力实现这些基准。寻求速效——您可以在哪里进行微小的更改,从而最大程度地节省时间、金钱和精力? 

根据您可用的工具,有不同的方法来计算您的指标。一些背景筛选平台会在您的仪表板中提供有关这些指标的报告,这可以使跟踪它们变得更加容易。如果您没有,您可以通过手动查看数据并将其输入电子表格或将其导入商业智能应用程序来获得类似的结果。 

跟踪指标时,不要只记录数字;一定要计算百分比。例如,如果您在一个地点进行了 1,000 次背景调查,并且有 100 次返回命中,并且在一个地点进行了 150 次背景调查但只有 15 次返回命中,那么这两个位置的 10% 的检查都有命中。使用百分比可以让您更好地比较不同位置、部门或角色的指标。 

1. 周转时间

周转时间是背景调查的处理时间,从候选人同意到返回结果进行审查。

衡量您在所有地点或部门使用的所有不同背景调查的周转时间,有助于您进一步微调筛选计划并调整招聘时间目标。洞察周转时间还可以帮助您为招聘经理和候选人设定期望。最后,筛选过程需要多长时间的透明度对于让候选人满意并在您的招聘渠道中大有帮助。

大多数筛选提供商提供对周转时间报告的访问,无论是定期安排还是通过报告和分析仪表板实时访问。对于组织的每个位置或部门,您需要通过以下方式跟踪平均周转时间: 

  • 背景调查包 

  • 筛选部分(国家刑事检查、药物筛选、就业验证等)

随着对每次筛查的周转时间的深入了解,您可以查看可能出现瓶颈的位置并与您的筛查人员一起解决问题。过度延迟也可能表明是时候寻找能够提供更快结果的提供商了。

2. 完成时间

完成时间是衡量候选人完成背景调查表并提供同意所需的时间,从您开始背景调查并将表格交付给候选人开始,到您和您的提供者获得同意。 

您可以手动跟踪此数据,或者,如果您的背景筛选程序与您的 ATS 集成,则可以轻松访问日期戳信息以查看流程的每个步骤需要多长时间。一定要按角色、背景调查包和地点评估完成时间,看看它是如何变化的。 

监控完成时间可以帮助您查明延迟的原因,并利用您学到的知识更好地与候选人沟通,缩短完成时间并加快招聘时间。(可以将完成时间和周转时间结合起来,以获得从开始到结束的背景检查所需时间的更准确基准。)

使用电子邮件或短信提醒候选人他们需要填写表格,并实施针对移动设备优化的背景调查表,这些都是简单的更改,通过使候选人能够快速轻松地完成申请和同意表格,可以大大加快完成时间他们的智能手机。您的人力资源团队可以实时与候选人联系,以请求缺失的信息或指导他们完成整个过程。

3. 检查次数 

背景调查的数量,无论是总体还是每个候选人,都对筛选成本和聘用时间产生重大影响。2019 年,平均背景调查包包括每个候选人四次搜索。您订购的支票太多还是太少?(当然,筛选套餐会因行业和职位类型而异。) 

跟踪按类型排序的检查数量,包括有关收到的同意、明确结果、命中结果和争议的详细信息,可以为问题或潜在改进领域提供有价值的见解。深入挖掘这些因素:

  • 按地点、部门和用户划分的检查数量:具有相似数量和类型的职位空缺的不同地点是否运行相似数量的背景调查?如果不是,这可能意味着一个地点或部门很难找到合适的员工,或者它没有始终如一地筛选候选人。 

  • 按百分比取消或过期的检查数量:如果大部分背景检查已过期或取消,请深入了解原因。候选人是否被提醒及时开始背景调查流程?他们收到明确的指示了吗?如果没有,你可能需要改变你的沟通策略。如果大部分候选人从未同意继续进行筛选,您可能需要调整招聘策略以吸引更多感兴趣或合格的候选人。 

  • 按清除百分比和命中百分比的检查次数:您还应该按记录类型跟踪命中,例如重罪、轻罪、药物阳性等。如果高比例的检查返回的命中不符合您的空缺职位的资格,您可能需要重新考虑您的招聘渠道或修改您的决策矩阵,或两者兼而有之。对于就业前药物测试,按药物类型跟踪阳性率。您可能会发现您正在过度筛查在您所在地区可能合法的药物,例如大麻。您可能希望适当地调整您的裁决规则,以便这些结果不需要审查。

  • 4. 每张支票的费用

  • 监控您的筛选成本对于了解和预测每次雇佣成本、证明筛选支出的合理性以及更有效地制定预算至关重要。它还可以帮助确定可以减少支出的领域。 

  • 您可以收集的有关背景调查成本的数据越多越好。按筛选组件、角色、位置、部门和用户跟踪成本。请务必将第三方转帐费和政府附加费分开。以这种方式分解成本有助于您确定在筛查上花费超过平均水平的位置、部门和用户,以便您可以调查原因并进行更改以降低成本。 

  • 例如,如果您的某些地点的筛选成本高于平均水平,这可能是因为他们雇用了更多需要教育和就业验证或mvr 报告的角色。但您也可能会发现他们正在进行不必要的筛查,需要改进他们的筛查包。甚至可能成本较低的地点会跳过重要的背景筛查,这可能会使您的组织面临风险,而您应该在整个公司内进行一致的筛查。

  • 五、评审结果 

  • 监控裁决结果可以帮助您微调流程并提高自动化背景调查裁决的价值。跟踪属于以下每个类别的裁决结果的百分比:“雇用”、“不符合雇用条件”和“需要审查”。 

  • 不符合聘用条件的候选人比例是否过高?您可能需要确定新的招聘渠道或评估您的招聘标准,以吸引更适合您职位的候选人。 

  • 这也可能表明您的裁决规则过于严格。候选人是否因不影响特定工作的原因被标记为不合格?假设您符合任何相关的联邦、州和行业指南,您可能希望调整一些标准。

  • 高比例的结果需要审查吗?如果您的团队经常需要裁定某个结果(例如三年以上的轻罪)才有资格,那么只需更新您的裁定规则即可为您的团队节省大量时间。 

  • 6. 差异和争议率

  • 当候选人在筛选过程中提供不一致或无法核实的信息时,就会导致背景差异。高差异率会导致大量争议,从而减慢周转时间并拖延招聘过程。 

  • 要查看您的筛查结果如何衡量,请跟踪所有有差异的筛查结果的百分比,以及每种类型的筛查组件的百分比。 

  • 还要衡量有多少差异会导致争议。无可争议的差异可能意味着候选人对工作失去了兴趣并且没有费心提出争议,但它们也可能表明候选人不够真实。根据 2019 年的GoBanking Rates 民意调查,三分之一的美国人在申请工作时会谎报工作经验和就业日期。 

  • 有些差异比其他差异更严重。例如,就业或教育差异通常是由于较小的日期冲突造成的,例如申请人是在秋季还是春季学期毕业。如果您发现您不会拒绝就业的差异比例很高,您可以通过调整您的裁决规则来简化您的流程,这样此类差异就不会返回命中。 

  • 另一方面,关于犯罪记录的争议可能要严重得多。犯罪记录的高争议率可能表明您的背景调查提供商正在使用不可靠或无法验证的信息,或者没有对背景调查结果进行人工审查。 

  • 7. 生产力:手动流程与自动化

  • 简化背景调查流程可以节省时间并提高人力资源部门的效率,从而降低每次雇佣成本。 

  • 衡量自动化节省始于了解您的人力资源团队的薪水,然后计算出他们每周花费多少时间手动完成筛选过程的任何部分。例如,手动审查筛选结果并将其与您的裁决矩阵进行比较,或手动启动不利行动并管理流程,或手动启动对大量候选人的单独检查。一旦你有了这个数字,就可以用他们的薪水来了解你的公司实际花费了多少手动流程。

  • 一旦您开始自动化许多这些手动工作流程,假设您正在使用提供它们的提供商,您可以跟踪节省的时间并做一些简单的数学来衡量您的提供商实际上为您节省了多少钱。例如,如果两名员工的总薪酬(包括福利)为每小时 35 美元,并且每人每周花费 8 小时手动查看筛选结果,则每周花费 560 美元(16 x 35 美元)或每年 29,120 美元。 

    衡量背景调查指标是有回报的

    设置定期审查背景调查指标的时间表,并逐月和逐年比较结果。您可以通过使用提供强大的报告工具来跟踪 KPI 并根据位置、部门、用户等生成报告的背景检查提供程序来简化此过程。在每次审核时,寻找可以做出的快速更改以改进指标并达到或超过您选择的基准。 

    成功的背景调查计划必须平衡成本、速度和风险管理。通过监控关键指标并不断努力改进,您可以降低风险、节省时间并降低成本。 

    有人说“得到衡量的东西得到管理”。跟踪关键背景调查指标是更好地管理您的筛查计划并充分利用您的 CRA 的第一步。  



    Monitoring your background screening program’s key performance indicators (KPIs) on a regular basis can save time and money, speed onboarding, and improve quality of hires. How can you get started?

    Read this article to learn the seven key background check metrics you should monitor, how to measure them, what to track, and why it matters.

    Monitoring the key performance indicators (KPIs) of your screening program can save your organization time and money, accelerate onboarding, and improve your quality of hire. By understanding the background check metrics that you need to measure, tracking them on a regular basis, and comparing them to your chosen benchmarks, you can proactively address any potential issues, identify inefficiencies, reduce costs, and optimize your process.

    In this article, we’ll dig into each metric and look at its components to help you understand what to track, how to measure it, and why these metrics matter. 

    Background Screening Metrics to Measure 

    Background screening benchmarks can vary widely depending on industry, location, and other factors. For example, in 2019 average discrepancy rates (the amount of information a candidate submits that cannot be verified) for verification data ranged from a low of 8.99% in transportation and trucking to a high of 27.66% in education, with the average overall discrepancy rate across industries at 20.92%. If you don’t have screening benchmarks to rely on from an industry organization or other third-party source, you’ll need to develop your own from internal data. 

    Use where you are now as a starting point. Then set benchmarks for improvement and work to achieve them over time. Look for quick wins—where can you make small changes that will deliver the biggest savings of time, money, and effort? 

    There are different ways to calculate your metrics depending on the tools available to you. Some background screening platforms provide reports on these metrics in your dashboard, which can make tracking them much easier. If yours doesn’t, you can get similar results by manually reviewing data and inputting it into spreadsheets or importing it into a business intelligence app. 

    When tracking metrics, don’t just record numbers; be sure to calculate percentages, too. For example, if you have 1,000 background checks at one location and 100 come back with hits, and 150 background checks at one location but just 15 come back with hits, 10% of checks at both locations have hits. Using percentages will allow you to better compare metrics across different locations, departments, or roles. 

    1. Turnaround Time

    Turnaround time is the processing time for the background check, starting from when the candidate provides consent to when results are returned for review.

    Measuring the turnaround times for all of the different background checks you use, in all of your locations or departments, helps you further fine-tune your screening program and adjust time-to-hire goals. Insight into turnaround times also helps you set expectations for both hiring managers and candidates. Finally, transparency into how long the screening process will take goes a long way toward keeping candidates happy and in your hiring pipeline.

    Most screening providers provide access to turnaround time reports, either on a regular schedule or in real-time through a reporting and analytics dashboard. For each location or department of your organization, you’ll want to track average turnaround time by: 

    Background check package 

    Screening component (national criminal check, drug screening, employment verification, etc.)

    With increased insight into turnaround times for each screening, you can see where bottlenecks may be occurring and work with your screener to address the issue. Excessive delays might also be a sign that it’s time to look for a provider that can deliver faster results.

    2. Time-to-Complete

    Time-to-complete is a measurement of the time it takes a candidate to complete the background check form and provide consent, beginning from the time the background check is started by you and forms are delivered to the candidate, and ending when you and your provider receive consent. 

    You can track this data manually or, if your background screening program integrates with your ATS, easily access date-stamp information to see how long each step of the process takes. Be sure to evaluate time-to-complete by role, background check package, and location to see how it varies. 

    Monitoring time-to-complete can help you pinpoint reasons for the delays and use what you learn to better communicate with candidates, decrease time-to-complete, and speed time-to-hire. (Time-to-complete and turnaround time may be combined to get a more accurate benchmark for how long a background check takes, from start to finish.)

    Using email or text messages to alert candidates that they need to complete forms, and implementing a mobile-optimized background check form, are simple changes that can greatly speed time-to-complete by enabling candidates to complete applications and consent forms quickly and easily on their smartphones. Your HR team can reach out to candidates in real-time to request missing information or guide them through the process.

    3. Number of Checks 

    The number of background checks your organization orders, both overall and per-candidate, has a major impact on screening costs and time-to-hire. In 2019, the average background check package included four searches per candidate. Are you ordering too many checks, or too few? (Of course, screening packages will vary by industry and position type.) 

    Tracking the number of checks ordered by type, including details about consents received, clear results, results with hits, and disputes, can provide valuable insights into problems or potential areas for improvement. Dig deeper into these factors:

    Number of checks by location, department, and user: Are different locations with similar numbers and types of job openings running a similar number of background checks? If not, this might mean that one location or department is having a harder time finding suitable hires, or that it’s not screening candidates consistently. 

    Number of checks by percentage cancelled or expired: If a large percentage of background checks are expired or cancelled, dig into why. Were candidates alerted to start the background check process in a timely fashion? Did they receive clear directions? If not, you may need to change your communication tactics. If a large percentage of candidates never consented to move forward with screening, you may need to adjust recruiting tactics to attract more interested or qualified candidates. 

    Number of checks by percentage clear and percentage with hits: You should also track hits by type of record, such as felony, misdemeanor, drug positivity, and so on. If a high percentage of checks return with hits that are disqualifying for your open roles, you may want to rethink your recruiting channels or modify your decision matrix, or both. For pre-employment drug tests, track positivity rate by drug type. You may find you’re over-screening for drugs such as marijuana that may be legal in your location. You may wish to adjust your adjudication rules appropriately so these results don’t require revi



  • 4. Cost per Check

  • Monitoring your screening costs is critical to understanding and forecasting cost-per-hire, justifying screening spending, and budgeting more effectively. It can also help pinpoint areas where you can reduce spending. 

  • The more data you can gather regarding background check costs, the better. Track costs by screening component, by role, by location, by department, and by user. Be sure to break out third-party pass-through fees and government surcharges. Breaking out costs in this way helps you identify locations, departments, and users that are spending more than average on screenings so you can investigate why and make changes to reduce costs. 

  • For example, if some of your locations have higher-than-average screening costs, it might be because they hire for more roles that require education and employment verifications or mvr reports. But you might also discover that they’re performing unnecessary screenings and need to refine their screening packages. It could even be that locations with lower costs are skipping important background screenings, potentially putting your organization at risk when you should be screening consistently across the company.

  • 5. Adjudication Results 

  • Monitoring adjudication results can help you fine-tune processes and enhance the value of automated background check adjudication. Track the percentage of adjudication results that fall under each of these categories: “hire,” “ineligible for hire,” and “requires review.” 

  • Is the percentage of candidates ineligible for hire excessive? You may need to identify new recruiting channels or assess your hiring criteria to attract candidates that are better-suited for your roles. 

  • This could also be a sign that your adjudication rules are too stringent. Are candidates being marked ineligible for reasons that don’t affect the particular job? Assuming you are meeting any relevant federal, state and industry guidelines, you may wish to adjust some of your criteria.

  • Do a high percentage of results require review? If your team frequently has to adjudicate a certain result (such as misdemeanors older than three years) to be eligible, simply updating your adjudication rules can save your team significant time. 

  • 6. Discrepancy & Dispute Rates

  • Background discrepancies result when inconsistent or unverifiable information is provided by the candidates during the screening process. A high discrepancy rate can lead to a high number of disputes, which slows turnaround times and drags out the hiring process. 

  • To see how your screening results measure up, track the percentage of all screening results with discrepancies, as well as the percentage by each type of screening component. 

  • Also measure how many of the discrepancies result in disputes. Undisputed discrepancies might mean the candidate lost interest in the job and didn’t bother to file a dispute, but they might also indicate the candidate was less than truthful. According to a 2019 GoBanking Rates poll, one in three Americans lie about work experience and employment dates when applying for jobs. 

  • Some discrepancies are more serious than others. For example, often employment or education discrepancies are due to minor date conflicts, such as whether an applicant graduated in the fall or the spring semester. If you find a high percentage of discrepancies for which you wouldn’t deny employment, you can streamline your process by adjusting your adjudication rules so such discrepancies don’t return hits. 

  • A dispute regarding a criminal record, on the other hand, may be much more serious. A high dispute rate for criminal records could be a sign that your background check provider is using unreliable or unverifiable information, or not conducting manual reviews of background check results. 

  • 7. Productivity: Manual Process vs. Automation

  • Streamlining the background check process saves time and makes your HR department more efficient, which reduces cost-per-hire. 

  • Measuring automation savings starts with knowing your HR team’s salaries, then figuring out how much time they spend each week doing any part of the screening process manually. For example, manually reviewing and comparing screening results to your adjudication matrix, or manually kicking off adverse action and managing the process, or manually starting individual checks for large cohorts of candidates. Once you have this number, use their salary to understand how much manual processes are actually costing your company.

  • Once you start automating many of these manual workflows, assuming you’re using a provider that offers them, you can track the time savings and do some simple math to measure how much money your provider is actually saving you. For example, if two employees whose total compensation including benefits is $35 per hour, and each spends eight hours per week manually reviewing screening results, it’s costing you $560 per week (16 x $35) or $29,120 annually. 

  • Measuring Background Check Metrics Pays Off

  • Set a schedule for reviewing your background check metrics regularly, and compare the results month over month, and year over year. You can simplify this process by using a background check provider that offers the robust reporting tools needed to track KPIs and generate reports based on location, department, user, and more. At each review, look for quick changes you can make to improve your metrics and meet or surpass your chosen benchmarks. 

  • A successful background check program must balance cost, speed, and risk management. By monitoring key metrics and continually striving to improve, you can mitigate risk, save time, and reduce costs. 

  • It’s been said that “What gets measured gets managed.” Tracking key background check metrics is the first step to better managing your screening program and getting the most from your CRA. 

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