因此，您已确定应该进行背景调查，但开始调查可能是一个艰巨的过程。
在 Internet 上搜索筛选供应商可以找到数十个可能的供应商——更不用说您可以使用在线工具自己进行搜索的选项了。
为什么不这样做呢？
不必将看似简单的流程（如背景调查）外包出去，岂不是可以节省时间和金钱？
假设您要验证候选人的工作经历。
您必须给这些雇主中的每一个打电话，在组织中找到合适的联系人，并可能等待数天进行跟进。
这个“简单的过程”有可能填满许多人的工作日。
那个“自己动手”的在线搜索工具怎么样？也许您认为它可以为您提供与筛选供应商提供的相同信息。
请记住，根据您要查找的信息类型，这些在线数据库可能不可靠——它们可能已过时且不准确。
您可能会错过重要信息或根据不良数据做出雇佣决定。
这样做可能会使您的组织面临来自未经审查的雇主的风险，并使您的组织面临可能的诉讼。
使用在线和内部资源进行检查可能是一个冒险的提议。
鉴于真正的背景筛选复杂且耗时，因此最好将这一过程留给专家。
但是您如何从众多搜索结果中选择一个呢？
您最重要的目标是与满足您组织特定需求的供应商合作。
以下是一些需要考虑的事项以及需要询问潜在供应商的问题：
供应商的灵活性水平如何？
您的组织的需求与其他任何人的需求都不同——它们可能会随着时间的推移而发展。您需要一家能够满足您现在和未来独特需求的供应商。寻找提供可根据您的需求进行定制的选项的供应商。考虑是否有单点放映和服务的选择，以便您可以仅选择特定情况下所需的内容。
服务菜单是什么样的？
您很可能不希望对组织中的每种类型的人都进行“一刀切”类型的检查。这就是为什么供应商应该提供广泛的服务，使您能够对求职者进行适当级别的筛选。例如，同一个供应商是否能够快速验证某人的国民身份证并深入审查执行级别职位所需的标准？
供应商是否具有全球能力？
您的求职者之一在另一个国家生活、工作或学习是很常见的。因此，您想知道供应商是否可以在美国境外进行搜索。供应商是否具有多语言能力？供应商是否涵盖您有运营和/或招聘需求的世界所有地区？是否有支持每个领域的本地专业知识，以便您请求的搜索满足您的要求？
供应商的联系如何？
一流的筛选供应商已与县法院和信用局等关键信息来源建立了集成。这使您能够以更有效的方式获取更有效的信息来源。
周转速度有多快？
最好的筛选供应商将使您能够在不牺牲质量的情况下获得及时的结果。供应商的连接系统是否转化为快速服务？您能否快速识别潜在的不利结果？
供应商如何处理数据隐私？
在当今世界，我们都关心个人数据的处理。您应该询问供应商如何管理全球适用的数据隐私法的合规性。
使用供应商的产品有多容易？
如果供应商使利用其服务变得过于复杂，您将处于明显的劣势。您的内部用户将有一个陡峭的学习曲线，可能无法及时输入信息和检索结果。考虑一下您是否能够简单地上网请求和管理您的背景调查。您还想知道报告本身是否易于理解和判断。
客服怎么样？
无论供应商的解决方案或系统多么完美，您都可能在某个时候需要供应商的帮助。询问是否有多种沟通渠道可以联系到供应商。当仅仅上网是不够的时，您是否可以轻松联系到一个人来获得实际的护理和帮助？
供应商是否理解并重视您候选人的经验？
背景调查对您的求职者来说可能是一种不确定的经历。最好的筛选供应商会谨慎和尊重地对待候选人，并积极反映您的雇主品牌。
供应商是否与其他 HR 系统集成？
例如，它们能否与您的申请人跟踪系统集成？这有助于简化招聘流程并减少重复的数据输入、管理和时间。
conducting background checks, but getting started can be a daunting process.
An Internet search for screening vendors can turn up dozens upon dozens of possible providers – not to mention options for you to conduct a search yourself using online tools.
Why not just do it that way?
Wouldn’t it save time and money not having to outsource a seemingly simple process like a background check?
Let’s say you want to verify a candidate’s work history.
You’d have to call each one of those employers, track down the right contact at the organization, and potentially wait days for follow-up.
That “simple process” has the potential to fill up the workdays of many people.
What about that “do it yourself” online search tool – perhaps you think it might give you the same information you’d get from a screening vendor.
Keep in mind that depending on the type of information you’re looking for those online databases might not be reliable – they can be outdated and inaccurate.
You could potentially miss an important piece of information or make an employment decision based on bad data.
Doing so could expose your organization to risk from a poorly vetted employer and subject your organization to possible litigation.
Using online and in-house resources to conduct checks can be a risky proposition.
Given the complicated and time-consuming nature of true background screening, it’s a process that’s best left to the experts.
But how do you pick one from that multitude of search results?
Your most important goal is to engage a vendor that meets your organization’s specific needs.
Here are some things to consider and questions to ask of potential vendors:
What is the vendor’s level of flexibility?
Your organization’s needs are different than anyone else’s – and they may evolve over time. You want a vendor that can meet your unique needs now and into the future. Look for vendors that offer options that are customizable to your needs. Consider if there is an à la carte selection of screenings and services, so you can pick only what you need for a given situation.
What does the menu of services look like?
It’s highly likely that you don’t want a “one-size-fits-all” type of check for every type of person in your organization. That’s why a vendor should have a broad scope of services that enable you to conduct the right level of screening for your job candidates. For example, will the same vendor be able to do both a quick verification of someone’s national ID and an in-depth vetting of the criteria needed for an executive-level position?
Does the vendor have global capabilities?
It’s very common that one of your job candidates has lived, worked, or studied in another country. You’d therefore want to know if the vendor can conduct searches outside the United States. Does the vendor have multilingual capabilities? Does the vendor cover all parts of the world where you have operations and or hiring needs? Is there local expertise supporting each area, so that the searches you request are filled to your requirements?
How connected is the vendor?
Top-notch screening vendors have established integrations with critical informational sources such as county courthouses and credit bureaus. This enables you to get more effectively sourced information in a more efficient manner.
How fast is the turnaround?
The best screening vendors will enable you to get timely results without sacrificing quality. Do the vendor’s connected systems translate into speedy service? Will you be able to quickly identify potentially adverse findings?
How does the vendor handle data privacy?
In today’s world, we are all concerned about the handling of personal data. You should ask how the vendor manages compliance with applicable data privacy laws globally.
How easy is it to use the vendor’s offering?
If a vendor makes it overly complicated to utilize its services, you’ll be at a distinct disadvantage. Your internal users will have a steep learning curve and may not be able to enter information and retrieve results in a timely manner. Consider whether you will be able to simply go online to request and manage your background checks. You’d also what to know if the report itself is easy to understand and adjudicate.
How’s the customer service?
No matter how perfect a vendor’s solution or system is, it’s likely that you’re going to need assistance from the vendor at some point. Ask whether there are there multiple communication channels to reach the vendor. When simply going online isn’t sufficient, is there a person you can easily reach for hands-on care and assistance?
Does the vendor understand and value the experience of your candidate?
The background check can be an uncertain experience for your job candidates. The best screening vendors treat candidates with care and respect and serve as a positive reflection of your employer brand.
Does the vendor integrate with other HR systems?
For example, can they integrate with your applicant tracking system? This can help streamline your hiring processes and reduce duplicate data entry, administration and time.
