Getting the most value from background checks requires a few strategies. One strategy is leveraging technology. A good background check provider should have a robust, scalable system and be able to integrate with your applicant tracking system or HRIS platform. It’s also important to talk to your provider about how their technology platform works and whether it meets your needs. If your background check provider requires manual steps or uses outdated methods of communication, that’s a red flag.

Time-Complete is a Metric

Time-complete is a metric that measures the time a candidate takes to complete their background check. This time starts when the employer begins the background check and ends when the provider receives the candidate’s consent. Background screening programs can track this data manually or integrate it with an applicant tracking system (ATS). This information allows them to analyze time-to-complete by role, package, location, and other variables. You are in a better position to make changes and improvements to your program when you work with a background screening company committed to keeping you informed about the compliance regulations facing your industry and the healthcare background check requirements.

Background checks can provide a large amount of information about a candidate, but the process can be lengthy. While identity verification can be completed quickly, other steps, such as employment verification, may require contacting the employer’s human resources department or educational institutions. An employer’s background screening process will take longer and be less detailed than a background check performed by a third-party agency.

A background check can include a credit check to see if a candidate has any outstanding debts or a bad credit history. This information can help employers determine whether a candidate is responsible financially. Credit history and debt may also be considered in government security clearance jobs. Driving records may also be reviewed. Driving records may contain traffic violations, and licenses held.

While past misconduct will not automatically disqualify a candidate, deliberate misstatements or omissions can result in an application being rejected. These misstatements and omissions are the number one reason for background checks failing.

Requesting Background Information

A background check is conducted by requesting background information about a potential employee. This depends on the background check’s complexity and the record type. The more information an applicant provides, the more time it will take. Some records may take weeks to come back, while others may take only a few days.

The time-complete of a background check by type of record varies depending on the location of the record. For example, some courthouses are geographically remote and only open one or two days a week. Others might only respond to requests if they are not available online. Further, some records may be difficult to access due to a common name, a large file size, or a lack of information.

If you need to hire a professional with a license, check that license with the licensing body. Also, check that it is current and expires before you hire someone. You may want to also conduct a background check if you hire someone with a criminal record.

Another way to measure background check performance is to look at the percentage of candidates who are cleared of a criminal record. This will allow you to compare results between different locations, departments, and roles. The rate of candidates cleared of a background check will help you determine which recruiting channels are most effective. Monitoring KPIs will also help you improve your background check process and lower costs.

Find a Candidates Records

Time-complete measures the time it takes for a background check to find a candidate’s records. This metric starts when a background check provider begins processing a candidate’s application and ends when the candidate gives their consent. Depending on the background check provider and the type of record requested, a background check can take as little as a few hours or as long as several weeks.

While background checks are crucial to running a business, they are challenging to measure. Nevertheless, they provide an excellent opportunity to track hiring processes and determine where they can be improved. When hiring new employees, tracking the time it takes to perform background checks is a great way to see where improvements can be made.

In addition to checking a candidate’s employment history, background checks can also reveal information about the person’s education and other qualifications. For example, education background checks can verify whether the candidate has attended school and what their majors were. An employer background check can show whether a candidate has held a driver’s license or not and whether he’s current on his insurance.

Although background screening rules are essential, they can be too strict. It is important to review and update adjudication rules regularly to make screening more efficient. Inappropriate practices can lead to a high discrepancy rate. This can slow turnaround times and prolong the hiring process.