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What to Consider When Selecting a Background Check Vendor

When it comes to the hiring process and building a strong company culture, having thorough background checks is critical. Choosing the vendor that is a strong fit the first time is critical to avoiding future expenses. 

The reliability of your background screenings directly impacts the quality of your hires, affecting day-to-day operations and the overall reputation of your organization. With over 20 years of human resource and HR technology experience, we’ve put together a guide to choosing the background check vendor that is right for you. 

Continue reading for a strategic approach, coupled with a deep understanding of what to look for in a vendor, in order to significantly enhance the quality and efficiency of your hiring process.

 

1. Compliance and Accreditation: Navigating the Legal Landscape

The very first aspect that you need to consider is the vendor's expertise with the relevant laws and regulations. Such as the Fair Credit Reporting Act or other local and state laws. Before meeting with your prospective vendor, be sure to research the applicable laws and regulations for your state in order to ask the right questions. 

Additionally, consider the vendor's commitment to data security and privacy. With the increasing prevalence of data breaches, make sure that your vendor has robust safety features in place. Look for transparency in their data handling procedures. 

 

2. Scope and Depth of Services: Tailoring to Your Needs

Before you begin shopping around for different background check vendors, take time to plan out with your employees and shareholders the qualities and features that matter most for your organization. Put a short list together of the most important features, down to the nice to haves. 

This will allow you to spend time searching for vendors with an increased level of intention, cutting out the chances of wasted time entertaining vendors that aren’t a fit. 

Common considerations to plan for include: 

  • Jurisdictions to be included
  • Type of background checks needed
  • Pricing
  • Fees
  • User Experience
  • Customer support
  • Services and additional offerings




3. Quality of Customer Support and User Experience 

The user experience will make or break the success of your background check implementation. You can identify the quality of the user experience in a few different ways. 

Firstly, take a look at their process and the time it will take a candidate to complete the online forms. Can information be sent from your applicant tracking system and/or HRIS to speed up the process? Also, review the time it takes for the background checks to come back to Human Resources. Will you have to alter your hiring practices to accommodate the vendor? If so, will it cause a negative impact on the organization? 

 

Secondly, request a demo of their online platform. Look for vendors who offer an intuitive, secure online platform that allows for easy submission of background check requests and viewing of reports. Ask questions about their supported integrations. Ensure they integrate  with your current HRIS software or applicant tracking system (ATS).  

Last but not least, investigate the level of experience they have as a company. Be sure to ask the right questions about their experience to avoid potential risks. Do they outsource any portion of their searches? Do they have quality assurance protocols in place? 

Selecting the right vendor the first time is important to maximize ROI and efficiency. It can seem daunting, but with the right process in place, it’s manageable. Take a strategic approach, understand your needs, and plan out the right questions to ask, and you will be on your way to finding the background check vendor that is right for you. 

 

At HR Tech Solutions, we specialize in HR consulting and HR technology consulting. If at any moment you need personalized guidance within any area of your HR department, book us for a discovery chat here, and we will be happy to share our expertise with you. 

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