您需要高质量的背景调查来帮助您的组织保持合规性并最大限度地降低招聘风险。但是，如果您的背景调查提供者不使用最准确、最新的信息来源，或者如果他们优先考虑速度而不是质量，风险就会增加。因此，您可能会在不知不觉中做出糟糕的雇佣，并以罚款、诉讼和声誉损失的形式对您的组织造成伤害。
为了帮助您保护您的组织免受低质量背景调查的影响，这里有七个问题要问您当前的背景筛查提供商，以及我们作为您的筛查合作伙伴将如何回答这些问题。
1. 您采取哪些步骤来提供准确的背景调查？
高质量的背景调查需要智能技术和人力的结合。技术有助于从各种来源自动收集背景数据，人们提供判断和分析来验证和帮助您理解数据。犯罪背景调查就是一个很好的例子。在我们从一系列犯罪数据库、名单和登记处提取候选人背景信息后，我们的专家筛选人员会审查数据的完整性并进行适当的交叉检查和验证。
提供高质量的背景调查需要准确性和真实性。我们通过以下筛查服务证明我们对准确性的承诺：
身份验证：全面的 SSN 跟踪有助于确认候选人身份，因此您知道您正在检查正确的人。
法庭记录研究：当我们需要确认从数据库搜索中获得的结果时，我们会在法庭层面进行额外的研究。
验证尝试：我们不会将验证尝试的次数[更改链接一旦门控] 限制为行业标准的三个，但会继续尝试。
2. 您使用哪些指标来衡量背景调查的质量？
背景调查周转时间是高效招聘流程不可或缺的一部分，但您需要的不仅仅是速度。当您需要管理招聘风险并保护您的工作场所时，在几天内完成的全面背景调查总是胜过不完整或错误的背景调查，无论您多久得到它。
我们的周转时间是业内最短的，但我们还通过跟踪其他指标来展示我们对质量的承诺。除了速度之外，我们还通过以下指标来衡量我们的成功：
准确率：我们的质量保证团队为我们收集的背景信息的准确性设定了基准。我们还通过跟踪我们的数据收集程序的效率以及它们如何帮助我们提供高质量的背景数据报告来衡量质量。
争议率：我们跟踪候选人在背景调查中报告争议信息的比率，以及争议导致背景报告发生变化的比率。
3. 您如何进行优质就业和教育验证？
有不同的方式来执行就业和教育验证，并且使用验证方法的组合——电话、传真、电子邮件和数据库集成——增加了回复的可能性。但是，在某些情况下，验证请求另一端的个人或组织没有及时响应。
必须留下一些语音邮件或向验证请求发送后续电子邮件的情况并不少见。尽管如此，许多背景调查提供者只尝试了三遍，然后就宣布验证完成，无论他们是否获得任何真实信息。因此，您可能会在未获得验证结果的情况下为验证服务付费。
在进行验证时，我们不遵循“三完成”的行业标准，而是不断尝试，直到我们进行适当的联系。我们的多步骤验证流程使用一系列联系方式来产生 90% 的验证成功率，因此您可以更多地了解潜在员工的证书和过去的就业情况。此外，我们会采取额外措施来识别文凭工厂和伪造证书，因此您可以确保您雇用的个人能够满足职位要求。
使用此“RFP 评估记分卡”为背景筛选提供商创建一个成功的 RFP 流程>>
4. 您如何帮助我们进行合规背景调查？
合规性是负责任和彻底的背景调查的支柱。作为专业背景筛查协会 (PBSA) 和消费者报告机构 (CRA) 的创始成员，我们坚持遵守所有适用的州和联邦背景筛查法规的高标准。我们的背景调查活动符合以下法律法规：
公平信用报告法 (FCRA)
州和地方工资历史禁令
“禁盒”法
来自卫生与公众服务部 (HHS)、医疗保险和医疗补助服务中心 (CMS) 以及联合委员会等机构和组织的行业特定指南
我们随时了解影响背景审查的法律变化，并定期改进我们的流程以跟上联邦、州和地方立法的步伐。我们还会为您提供最新信息，以便您了解您的合规义务以及不断变化的法律如何影响您的组织。
5. 您如何帮助我们提高背景调查项目的质量？
根据您的行业和您的目标，有许多通往高质量背景调查计划的途径。例如，如果您的组织属于医疗保健行业，则质量背景检查将包括制裁检查和许可证验证。如果您雇用司机，则需要包括司机历史记录和驾驶执照检查。
我们与您的组织合作，建立适合您需求的背景筛选计划。除了许多可用的背景筛选解决方案外，我们还提供服务来帮助您改进现有计划，包括以下内容：
定期业务审查
我们与您一起审查您的计划以确保持续合规和提高效率，以便您可以利用最佳实践和行业特定见解。除了对您的筛查计划进行全面评估外，定期审查还可以为您提供：
审查您的计划指标和建议以获得最佳性能
协作和协助解决问题
培训和计划实施支持
6. 在初步背景调查之后，您如何帮助我们继续筛选劳动力？
有时，高质量的聘用前背景调查可能只是开始。当您采取措施对新员工进行背景调查时，在他们的聘用日期之后，您对可能使您的员工和组织面临风险的行动或许可活动没有同样的可见性。在金融服务或医疗保健等行业，继续雇用受到制裁或许可不足的人可能会导致罚款或失去认证。
我们的持续监控解决方案可以在就业前背景调查中断的地方得到帮助。它提供一致和持续的实时监控和名册管理。因此，我们能够为您提供有关就业制裁和许可证更新的最新见解，以便您可以更好地持续管理劳动力。
7. 您如何帮助我们使背景调查流程更易于管理？
在您的背景筛查提供商的帮助下，您可以自动化您的背景筛查过程的多个部分，从而减少手动步骤和重复输入。自动化筛选流程可帮助您节省时间并提供更好的候选人体验。
我们的技术使您和您的候选人的筛选过程更加轻松，因此您可以跟踪背景调查结果并在招聘过程中有效地推动候选人。我们还可以与您一起审查您的整体计划，并帮助您确定使背景筛选过程更有效的方法。节省时间的功能包括：
单一和批量背景调查订购：只需点击几下即可订购一项或多项背景调查
案例行动历史记录：具有更高的透明度并查看与特定背景调查相关的所有活动，每个活动都有日期和时间戳。
自动电子披露和授权表格：进行合法披露并确保签署的授权安全
不利行动工作流程工具：遵循符合 FCRA 的不利行动步骤
电子 I-9 解决方案：验证候选人工作授权状态
与您的 ATS 集成：减少候选人数据的重复输入
消息功能：在需要额外信息的情况下实现更快的跟进
You need high-quality background checks to help your organization stay in compliance and minimize hiring risks. But if your background screening provider doesn’t use the most accurate, up-to-date sources of information, or if they prioritize speed over quality, the risks increase. As a result, you could unwittingly make a bad hire and bring harm to your organization in the form of fines, lawsuits, and reputational loss.
To help you protect your organization from poor-quality background checks, here are seven questions to ask your current background screening provider, and how we would answer them as your screening partner.
1. What steps do you take to deliver accurate background checks?
A high-quality background check requires a combination of smart technology and human effort. Technology helps to automate the collection of background data from a variety of sources, and people provide judgment and analysis to verify and help you make sense of the data. Criminal background checks are a good example. After we extract candidate background information from a range of criminal databases, lists, and registries, our expert screeners review the data for completeness and conduct proper cross-checks and verifications.
Delivering quality background checks requires accuracy and truth. We demonstrate our commitment to accuracy with the following screening services:
Identity verifications: A thorough SSN trace helps confirm candidate identity, so you know you’re checking on the right person.
Court records research: We conduct additional research at the court level when we need to confirm results obtained from a database search.
Verification attempts: We don’t limit the number of verification attempts [change link once gated] to the industry standard of three, but keep trying.
2. What metrics do you use to measure the quality of your background checks?
Background check turnaround time is an integral part of an efficient hiring process, but you need more than just speed. When you need to manage hiring risk and protect your workplace, a thorough background check delivered in a few days always trumps an incomplete or erroneous background check, no matter how soon you get it.
Our turnaround times are among the lowest in the industry, but we also demonstrate our commitment to quality by tracking other metrics. In addition to speed, we also gauge our success with metrics such as:
Accuracy rate: Our quality assurance team sets benchmarks for the accuracy of the background information we gather. We also measure quality by tracking the efficiency of our data collection procedures and how well they help us deliver quality background data reports.
Dispute rate: We track the rate at which candidates dispute information reported in their background check and the rate at which disputes lead to a change in a background report.
3. How do you perform quality employment and educational verifications?
There are different ways to perform employment and educational verifications, and using a combination of verification methods—phone, fax, email, and database integrations— increases the likelihood of a response. In some cases, however, the person or organization on the other end of the verification request doesn’t respond in a timely manner.
It’s not uncommon to have to leave a few voicemails or send a follow-up email to a verification request. Nonetheless, many background screening providers only try three times and then declare the verification complete, whether they got any real information or not. As a result, you could be paying for verification services without getting verification results.
We don’t follow the “three and done” industry standard when conducting verifications, but keep trying until we make the appropriate contact. Our multi-step verification process uses a range of contact methods to yield a 90 percent verification success rate, so you know more about the credentials and past employment of prospective hires. In addition, we take extra steps to identify diploma mills and bogus certifications, so you can be sure the individuals you hire are able to satisfy the requirements of the position.
4. How can you help us conduct compliant background checks?
Regulatory compliance is the backbone of responsible and thorough background screening. As a founding member of the Professional Background Screening Association (PBSA) and a consumer reporting agency (CRA), we uphold a high standard of compliance with all applicable state and federal background screening regulations. Our background screening activities comply with the following laws and regulations:
Fair Credit Reporting Act (FCRA)
State and local salary history bans
“Ban the box” laws
Industry-specific guidelines from agencies and organizations such as the Department of Health and Human Services (HHS), Centers for Medicare and Medicaid Services (CMS), and Joint Commission
We stay current with changes to the laws impacting background screening, and we routinely improve our processes to keep pace with federal, state, and local legislation. We also keep you updated so you understand your compliance obligations and how evolving laws affect your organization.
5. How can you help us improve the quality of our background check program?
Depending on your industry and your goals, there are many roads to a quality background check program. For example, if your organization is in the healthcare industry, quality background checks will include sanction checks and license verifications. If you employ drivers, you’ll need to include driver history and driver’s license checks.
We work with your organization to build a background screening program that fits your needs. In addition to the many background screening solutions available, we also offer services to help you improve your existing program, including the following:
Periodic business reviews
We work with you to review your program for continued compliance and efficiency, so you can take advantage of best practices and industry-specific insights. In addition to a thorough assessment of your screening program, periodic reviews also give you:
A review of your program metrics and recommendations for optimal performance
Collaboration and assistance with problem-solving
Training and program implementation support
Customization
We help you configure your screening program to include a variety of different background searches according to job type. You can also build background screening activities around industry requirements, for example, with a healthcare background check program.
Ongoing support
In addition to a dedicated screening analyst and in-platform direct messaging services, we keep you up-to-date with new developments on the compliance landscape. Our responsive, US-based support representatives are experienced in case production and processes, and available for online, chat, or phone contact. Your primary contact can also provide technical support, answers to compliance-related questions, and information about our services.
6. After the initial background check, how can you help us continue to screen the workforce?
Sometimes a quality pre-hire background check may be just the beginning. When you’ve taken steps to conduct background checks for new hires, after their hire date you don’t have the same visibility into actions or license activity that could be putting your workforce and organization at risk. In an industry such as financial services or healthcare, continuing to employ someone with sanctions or insufficient licensing can lead to fines or loss of accreditation.
Our continuous monitoring solution picks up where pre-employment background checks leave off. It delivers consistent and continuous real-time monitoring and roster management. As a result, we’re able to give you up-to-the-minute insights about employment sanctions and license updates, so you can better manage the workforce on an ongoing basis.
7. How can you help us make the background check process easier to manage?
With the help of your background screening provider, you can automate several parts of your background screening process, thus reducing manual steps and double-entry. An automated screening process helps you save time and allows you to deliver a better candidate experience.
Our technology makes the screening process easier for you and your candidates so you can keep track of background check results and move candidates efficiently through the hiring process. We can also work with you to review your overall program, and we help you identify ways to make the background screening process more efficient. Time-saving features include the following:
Single and bulk background check ordering: Order one or many background checks with just a few clicks
Case action histories: Have greater transparency and see all activities associated with a specific background check, each with a date and time stamp.
Automated e-disclosure and authorization forms: Make legal disclosures and keep signed authorizations secure
Adverse action workflow tools: Follow FCRA-compliant adverse action steps
Electronic I-9 solutions: Verify candidate work authorization status
Integrations with your ATS: Cut down on double-entry of candidate data
Paperless drug screening: Help candidates find a lab and make a drug testing appointment using any mobile device
Dashboards and case views: Have better access to actionable background screening results
Messaging features: Enable quicker follow-up in instances where additional information is required
