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。
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。
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.
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