When a company, business, or organization runs background checks, they can figure out who is the perfect match for them. Since a background check gathers information from multiple resources, they can verify that the job applicant is not misrepresenting themselves in any way. Background checks help organizations feel confident they are hiring qualified job applicants.
According to Securecheck360, hiring a job applicant who does not fit well in the organization can cost up to five times the job position. These expenses can happen because of the immediate and indirect harms of recruiting, hiring, training, wages, and benefits. Some regulatory organizations, such as insurance agencies, require a background check for employment to get certain benefits.
Recognizing the type of background check you should be running on job applicants while trying to remain within the spending imperatives and being under pressure to hire faster, it is difficult to settle on a decision about how comprehensive your work screening should be. Although background checks are important and should always be seen as an investment, there might be a chance to decrease cost and brisk turnaround time by cross-checking the background checks you are stumbling across job positions at your organization.
Lessen Cost
The cost of your background check usually correlates with the level of verification required to complete all services incorporated in the background check. Normally, running a criminal inquiry, education verification, and drug test on a different job applicant is likely going to be more expensive than just running any of those checks independently. A typical mix-up we see businesses make when running a background check, employers are neglecting to customize the check to the prerequisites of the job position. Regularly, businesses apply an all-encompassing standard across an organization when a specific job position probably not fit the need. For instance, a secretary at a trucking organization probably do not require the same depth of background check and drug testing that should be done on their truck drivers.
Ensuring you are just running background checks that are required for the particular job you are employing for can help you lessen cost and run more in-depth background checks for the positions where it matters most.
Lessen Turnaround Time
Similar to background check expenses, turnaround time is typically associated with the level of verification that is required to complete the background check.
Conducting background checks by job position can help reduce turnaround time while you are diminishing expenses. Review your background check prerequisite per position and figure out what information is more critical to verify and relative to the job position. By doing so, you may discover you can eliminate or include criteria that will alter your expected turnaround time. In the above-stated example, if it is decided that you do not require an education or employment check on receptionist positions, you will have the option to get those job positions hired faster without having to go through a time consuming longer verification process.
Try not to Get Carried Away
Although cutting expenses and turnaround time sounds decent, reducing either one effect’s the quality of your background checks. It is critical to investigate at each type of job position you are hiring for to establish must-have necessities before cutting any searches. It might merit seeing where you can use any cost savings to implement more thorough background checks for different positions at your organization.
Counsel with Legal
Similarly, as with many choices concerning background checks, it is essential to work with your legal team to understand any impact changing your background check program may have on your organization or laws identified with your industry. Although it may be enticing to begin making changes right away, always make sure it is done in such a way that will support and not hurt your organization.
The above information is not offered as legal advice but is rather offered for informational purposes. Securecheck360 is not a law office and does not offer legal advice and this correspondence does not frame an attorney-client relationship.
