背景筛选的准确性对您的招聘过程至关重要。没有它，您将浪费宝贵的时间和财务资源，并且增加招聘风险。
准确的背景调查可确保您已采取额外措施来了解您雇用的人员并保护您的客户、患者和员工。但是，仅选择任何背景筛查提供商并不能保证准确性。事实上，它甚至可能导致基于错误或不完整背景信息的招聘决定。
没有得到准确背景调查的迹象
在2021 年专业背景筛查协会 (PBSA) 和 HR.com 雇主背景筛查调查中，受访者将质量和准确性列为考虑背景筛查提供商时最重要的因素。然而，一些雇主发现难以达到质量和准确性，尤其是在与缺乏提供一致质量保证流程的筛查提供商合作时。
背景筛选缺乏准确性通常很容易被发现，因为它通常表现为背景检查结果中的错误和不完整信息。不幸的是，这些错误可能会导致您做出冒险的招聘决定，并可能招致违规处罚与公平信用报告法 (FCRA) 等法律有关。
以下是一些常见的迹象，您的背景调查并不像您需要的那样准确，以确保合规且运行良好的招聘流程：
您收到了错误的人的结果，例如，John Smith vs. Jon Smythe。
雇用候选人后，您发现背景调查未能发现过去的犯罪行为。
背景调查报告列出了禁止的信息，例如来自密封或删除记录的犯罪行为。
您会在数小时内收到背景调查结果，但提供的细节很少。
您的背景调查报告会产生很高的候选人争议率。
您会收到标有“不完整”的教育和就业证明。
如何增加准确背景调查的机会
尽管 FCRA 要求背景审查公司“遵循合理的程序以确保准确性”，但每家公司都有不同的方法来实现这一目标。因此，背景检查的准确性不是自动的或保证的。但是，当您采取以下步骤并与经过验证的对质量和准确性的承诺的筛查提供商合作时，它可以成为您组织背景筛查计划的常规部分。
您的背景筛选计划是否旨在帮助您进行远程招聘以获得良好的结果？参加此互动评估以了解 >>
1. 设计全面的筛查政策，指导所有筛查活动。
涵盖您所有背景调查流程的政策为内部人力资源和招聘利益相关者以及您的筛选公司提供指导。背景筛选政策不仅是形式或内部要求，还可以帮助您避免背景筛选不佳的常见陷阱，并在所有招聘地点建立一致性。
至少，您应该在背景筛查政策中包含以下内容：
您组织中的哪些职位需要背景调查和药物筛选
每个背景检查中包含的背景元素
您进行符合 FCRA 的纠正措施审查的内部流程
2. 期待您的筛选合作伙伴的透明度。
您的背景调查提供者必须做的不仅仅是承诺准确性。它还应该有质量保证和合规流程来提供这种准确性。通过在频繁沟通和透明度的基础上与您的筛查提供者建立关系，您可以了解每项背景调查的内容以及您的筛查提供者如何帮助您保护您的组织和员工。
以下是您应该期望您的背景调查提供商为您的组织提供高质量和准确背景调查的一些好处：
带有时间戳的操作历史记录和审计跟踪，可帮助您跟踪与每次背景调查相关的活动
为您获得的筛查服务提供简单的定价，让您确切了解您的投资所获得的收益
有关影响您的背景审查计划的新法律和不断变化的法律的更新
可定制的技术可帮助您降低成本并实现更准确的背景调查
3. 寻找整合现有系统的机会。
当您有集成系统来支持筛选和招聘流程时，更容易实现准确的背景调查。例如，通过将背景筛选技术与您的申请人跟踪系统 (ATS) 相结合，您可以限制候选人地址和教育历史等详细信息的重复输入，并增加以更完整的候选人信息开始筛选过程的机会。作为一个额外的好处，集成可以帮助您避免多次向候选人询问相同的信息，从而支持积极的候选人体验。
4. 定期审查您的筛查计划。
影响背景审查的联邦和州法律不断发展，这使得定期审查您的计划至关重要。此外，扩展的技术功能和背景筛查的新趋势为将最佳实践纳入您的筛查计划带来了各种机会。例如，持续监控和自主身份验证 (SSID)方面的创新为提高背景调查的准确性和质量提供了新的方法。
为了跟上背景筛选的最新发展，并利用机会提高候选人背景调查的准确性和质量，请与定期传达新趋势的提供商合作并提供季度评论，作为其向客户提供的整体服务的一部分。
5. 询问您的筛查提供者如何确认个人身份。
如果您没有搜索合适的人的背景，就不可能进行准确的背景调查。鉴于存在相似名称的组合，如果没有正确的流程，就有可能检查错误的候选人。
出于这个原因，与在每次背景调查中进行全面社会安全号码 (SSN) 追踪的提供商合作至关重要。SSN 跟踪标识与每个候选人的社会安全号码关联的已知姓名和地址。
但是，仅执行 SSN 跟踪是不够的。您应该确保您的筛查提供者也对每个姓名和地址进行检查由 SSN 跟踪产生。此操作增加了为候选人获取所有相关背景数据的机会，并提高了背景调查的整体准确性。
6. 了解您的筛查提供者的合规记录。
追求背景筛查的准确性还必须与遵守适用法律的承诺相平衡。然而，并非所有背景调查公司都有流程来实现这种微妙的平衡。
确定您的提供商是否有能力提供准确性和合规性的一种方法是检查提供商是否获得 PBSA 的认可。PBSA 认证是提供商对准确性的承诺及其完全遵守适用的联邦和州法律的能力的重要标志。
获得始终如一的准确背景调查
鉴于背景筛选的复杂性，您不能假设每个提供商都提供准确的背景调查。但是，为了确保您收到的背景调查结果是准确的，您可以与拥有可靠政策和程序的提供商合作，以收集和验证最准确和最新的可用背景数据。
通过向您的背景调查提供者提出正确的问题，并利用机会进行改进以支持更高的准确性，可以加强您的背景调查计划，从而做出更好的招聘决策。
An accurate background check provides you with the assurance you’ve taken extra steps to understand the people you hire and protect your customers, patients, and workforce. However, selecting just any background screening provider doesn’t guarantee accuracy. In fact, it may even result in hiring decisions based on erroneous or incomplete background information.
Signs You’re Not Getting Accurate Background Checks
In the 2021 Professional Background Screening Association (PBSA) and HR.com employer background screening survey, respondents named quality and accuracy the most important factors when considering a background screening provider. However, some employers find quality and accuracy difficult to achieve, especially when working with a screening provider who lacks processes for delivering consistent quality assurance.
A lack of accuracy in background screening is often easy to spot, because it usually takes the form of errors and incomplete information in background check results. Unfortunately, these errors can lead you to make risky hiring decisions and possibly incur non-compliance penalties related to laws such as the Fair Credit Reporting Act (FCRA).
Here are some of the common signs your background checks are not as accurate as you need them to be for a compliant and well-run hiring process:
You’ve received results for the wrong person, for example, John Smith vs. Jon Smythe.
After hiring a candidate, you discovered the background check failed to uncover past criminal behavior.
A background check report listed prohibited information, such as criminal actions from sealed or expunged records.
You receive background check results within hours, but with very little detail provided.
Your background check reports yield a high rate of candidate disputes.
You receive educational and employment verifications labeled “incomplete.”
How to Increase the Chances of Accurate Background Checks
Despite the FCRA requirement for background screening companies to “follow reasonable procedures to assure accuracy,” each company has varying methods for achieving this goal. As a result, background check accuracy isn’t automatic or guaranteed. However, when you take the following steps and work with a screening provider with a proven commitment to quality and accuracy, it can be a regular part of your organization’s background screening program.
Is your background screening program set up to help you conduct remote hiring for favorable results? Take this interactive assessment to find out >>
1. Design a comprehensive screening policy to guide all screening activities.
A policy covering all of your background check processes provides guidance to both internal HR and recruiting stakeholders as well as your screening company. More than a formality or an internal requirement, a background screening policy helps you avoid the common pitfalls of poor background screening and create consistency across all hiring locations.
At a minimum, the elements you should include in your background screening policy include the following:
Which positions in your organization require background checks and drug screening
The background elements included in each background check
Your internal processes for conducting FCRA-compliant corrective action reviews
2. Expect transparency from your screening partner.
Your background check provider must do more than promise accuracy. It should also have quality assurance and compliance processes to deliver that accuracy. By building a relationship with your screening provider based on frequent communication and transparency, you can understand what goes into each background check and how your screening provider helps you to protect your organization and workforce.
Here are just a few of the benefits you should expect your background check provider to deliver in support of quality and accurate background checks for your organization:
Time-stamped action histories and audit trails to help you track activity related to each background check
Straightforward pricing for the screening services you receive, so you know exactly what you’re receiving for your investment
Updates about new and changing laws impacting your background screening program
Customizable technology to help you lower costs and achieve more accurate background checks
3. Look for opportunities to integrate existing systems.
It’s easier to achieve accurate background checks when you have integrated systems in place to support the screening and hiring process. For example, by integrating background screening technology with your applicant tracking system (ATS), you limit the double-entry of details such as candidate addresses and education history, and you increase the chances of beginning the screening process with more complete candidate information. As an added benefit, integration helps you avoid asking candidates for the same information multiple times, which supports a positive candidate experience.
4. Conduct regular reviews of your screening program.
Federal and state laws impacting background screening are constantly evolving, which makes regular reviews of your program essential. Moreover, expanded technology features and new trends in background screening introduce varied opportunities to incorporate best practices into your screening program. For example, innovations in continuous monitoring and self-sovereign identity verification (SSID) present fresh ways to improve the accuracy and quality of background checks.
To keep pace with the latest developments in background screening and take advantage of opportunities to improve the accuracy and quality of candidate background checks, work with a provider who regularly communicates new trends and offers quarterly reviews as part of their overall services to customers.
5. Ask how your screening provider confirms individual identity.
It’s impossible to conduct an accurate background check if you’re not searching the background of the right person. And given the combination of similar names in existence, it’s possible to check the wrong candidate without the right processes in place.
For this reason, it’s critical to work with a provider who conducts a thorough social security number (SSN) trace with every background check. The SSN trace identifies the known names and addresses associated with each candidate’s social security number.
However, simply performing an SSN trace is not enough. You should make sure your screening provider also performs a check of every name and address yielded by the SSN trace. This action increases the chances of sourcing all relevant background data for a candidate and improving the overall accuracy of the background check.
6. Understand your screening provider’s compliance record.
The pursuit of accuracy in background screening must also be balanced with a commitment to compliance with applicable laws. However, not all background check companies have processes in place to achieve this delicate balance.
One way to determine if your provider has the capability to deliver both accuracy and compliance is to check if the provider is accredited by the PBSA. PBSA accreditation is an important sign of the provider’s commitment to accuracy and its ability to maintain full compliance with applicable federal and state laws.
Get Consistently Accurate Background Checks
Given the complexities of background screening, you can’t assume every provider delivers accurate background checks. However, to be assured the background check results you receive are accurate, you can work with a provider who has reliable policies and procedures for collecting and verifying the most accurate and up-to-date background data available.
By asking the right questions of your background check provider and taking advantage of opportunities to make improvements in support of better accuracy, it’s possible to strengthen your background screening program, and therefore, make better hiring decisions.
