Framing the Best Background Screening in 2019
The best background screening is a thorough report on a specific candidate and looks after many personal details such as education, employment, address, criminal records, drug testing, and much more. Securecheck360’s comprehensive background screening solutions offerings are designed to provide employers the information they require to make a perfect hiring decision.
The best background screening depends on the employer, their respective industry and what they prioritize (pricing, report, risk, turnaround times, or employee experience). So the best background screening is one that perpetually evolves. Having the ability to wisely adjust a customized background screening program that supports contemporary insight into trade trends, candidate behavior and companion benchmarks are what helping modern organizations attract top talent and stay ahead of competing businesses.
According to a survey conducted by HR.com on behalf of the Professional Background Screening Association (PBSA), 96 percent of human resource (HR) professionals agree that background checks are important for hiring decisions.
Client Focused Culture
The nature of the background checks has become more sophisticated even the adoption has rose up. There are many sites online that offer free background screening to your business, but they often give you limited information unless the employer pays for comprehensive screening. We provide accuracy and reliability by a certified accreditation that can affirm the employer for work safety. Securecheck360 background screening services are fast, detailed and accurate enabled by cutting-edge technology and a vast database searches to create a trust for organizations and make proper hiring decision to conduct their respective businesses and processes with great confidence. We understand hiring objectives for clients that challenge the governing requirements of healthcare organizations industries and employment background screenings ensure that your organization complies with State laws, Federal laws, and JCAHO norms.
Multiple Types of Screening
Human resource managers can choose from many different types of a background screening, including drug testing, electronic I-9 & E-Verify, International Verification, Tenant Screening, education history, and much more. Another advancement focuses via web-based networking searches and this has become a fervently discussed theme among HR experts and business individual verification administrations. That is principal, because these screening processes tend to wind up containing information which employer is not permitted to ask a candidate straight out.
Web-based screening can likewise provide a far more glimpse into a candidate’s personal life than that the candidate has expected. It is a reasonable inquiry to pose if essentially scratching this information off the web is similar to invading someone’s privacy. This contention is even more important because background screenings are viewed as consumer reports by the Fair Credit Reporting Act (FCRA) by Federal Legislation that has been designed to promote accurate, fair, and private background screening as well as other consumer’s reports. In addition to this, it additionally sets the norms for employment screening. Moreover, it administers the assortment and utilization of candidate credit data.
Balancing Potential Risk and Time-Management
In background screening, it is critical to balance potential risk and time-management. If employer’s search is narrow, we generate faster results, but when employers search is broad, for better understanding of the candidate, it could delay the results and can cause anxious applicants to accept other company offers.
According to the Securecheck360 trend report, healthcare employers are progressively centered on risk, while retail and start-up organizations need background screening with quick turnaround time. However, most companies fall in the middle. More organization states that they are dependent on benchmarking to figure out what is appropriate for their businesses. By observing what other comparatively measured organizations inside their industry are doing, they feel sure about the employment with in-depth information and quick speed on their background screening.
Discrepancy Rates Varies Between Industries
As per Securecheck360 report, discrepancy rates differ between the information provided by a candidate on an application or resume and the information which returns in a background screening vary between industries.
Healthcare timed the most minimal discrepancy rate at 2 percent, while staffing, recruiting, and other business processes outsourcing (BPO) had the highest discrepancy rates of nearly 10 percent, respectively. Regarding components, education records and previous employment dates had the most elevated error rates at nearly 25 percent, respectively. Moreover, reference verification had the lowest discrepancy rate that is close to 1 percent.
Securecheck360 has everything from a small business to Fortune 500’s businesses could need from a background screening provider, offering customized packages with comprehensive reports at affordable prices. We are a leading provider of background screening services, backed by more than 4 years of expertise in the industry. Securecheck360 was formed to offer flexible, tailored employment screening solutions to meet the diverse needs of employment and workplace safety.
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Published: December 5th, 2019