Identifying the type of background checks you should be running on candidates, while trying to stay within budget constraints and being under pressure to hire faster, can make it hard to make decisions about how comprehensive your employment screening should be. Although background checks are necessary and should always be viewed as an investment, there may be an opportunity to reduce cost and turnaround time by reviewing the background checks you are running across position types at your organization.
The cost of your background check usually correlates with the level of verification needed to complete all services included in the background check. Naturally, running a criminal search, education verification and drug test on a new hire is likely going to be more expensive than just running any one of those checks independently. A common mistake we see employers make when running background checks is failing to tailor the check to the requirements of the job. Often, employers apply an overarching standard across an organization when a specific position might not fit the need. For example, a receptionist at a trucking company might not need the same depth of background check and drug testing that should be done on their drivers.
Making sure you are only running background checks that are needed for specific role you are hiring for can help you lower cost and run more in-depth background checks for the positions where it matters most. Working with a background check provider that is willing to assist in creating background check packages specific to the roles you are hiring for will help reduce unnecessary searches.
Similar to background check cost, turnaround time typically correlates with the level of verification that is needed to complete the background check.
Conducting background checks by job type can help reduce turnaround time at the same time that you are reducing cost. Review your background check requirements per position and determine what information is most important to verify and relative to the job requirements. In doing so, you may find you can eliminate or add criteria which will most certainly adjust your expected turnaround time. In the example above, if it is decided that you do not need an education or employment verification on receptionist roles, you will be able to get those positions hired faster without having to go through a longer verification process.
You get what you pay for. Although cutting cost and turnaround time sounds nice, reducing either one impacts the quality of your background checks. It is important to take a deep look at each type of role you are hiring for to establish must-have requirements before cutting any searches. It may be worth seeing where you can use any cost savings to implement more thorough background checks for other positions at your organization.