How to Speed Up Your Background Checks

In today’s fiercely competitive job market, securing top talent is not just a goal but a necessity for any thriving organization. The success and growth of your company heavily depend on the individuals you bring into your fold, and ensuring that the hiring process is as efficient as possible is of utmost importance.

Several factors can make it challenging to expedite background checks. Delays in verification from employers, inefficient court record retrieval systems, or sluggish county clerk responses can lead to unnecessary delays. 

Although some of these factors are beyond your control, there are steps you can take to enhance the speed of your background checks. Save yourself time by implementing these strategies to add exceptional candidates to your team. 

Let’s explore insights, strategies, and best practices that will empower you to expedite your background checks and reduce time-to-hire.

1. Integrate Your Applicant Tracking System (ATS)

In the digital age, where information flows seamlessly, leveraging an online data collection process will streamline your background checks. Whether your screening provider offers an online ordering system or an integration with your applicant tracking system (ATS), this approach brings several key benefits.

One of the immediate advantages of adopting an online data collection process is the significant reduction in errors and the elimination of duplicate information. When candidates enter their information directly into an online system, the chances of data entry errors drop substantially. This accuracy is critical not only for the efficiency of the screening process but also for ensuring that the background check includes correct and up-to-date data.

Additionally, utilizing an online system accelerates the candidate approval process for screening. Candidates can swiftly review and approve the necessary disclosures and authorizations, expediting the initiation of the background check. 

Saving valuable time enhances the candidate experience by streamlining their engagement with your organization. A seamless online process sends a positive message, reinforcing your organization’s commitment to efficiency and creating a lasting impression on candidates.

2. Use a Reliable Background Screening Provider 

When selecting a background screening provider, cost shouldn’t be the sole determining factor. While budget considerations are important, it’s equally crucial to prioritize quality and turnaround time. A screening provider that offers a low-cost solution may not necessarily provide the speed and accuracy required for your hiring process.

It’s essential to consider a provider with a streamlined approach focusing on delivering faster results without compromising quality. Selecting a screening provider that prioritizes hands-on support and a deep understanding of the intricacies of the American legal system can make a significant difference in the efficiency of your hiring process. 

Remember that the right screening provider is an important part of the process, and consider ScoutLogic for quality background screening services. 

3. Submit Your Screening Request Early in the Day

Submitting your screening request early in the day offers several advantages, one of the most significant being the increased likelihood of same-day processing. Many screening providers operate on a first-come, first-served basis, processing orders in the order they’re received. By being among the first in line, you maximize the chances of having your order processed promptly.

This practice becomes even more critical when dealing with high-volume search areas. These are locations where many background checks happen simultaneously. In such scenarios, the demand for processing can be substantial, and delays can occur if you don’t secure an early spot in the queue.

The difference in processing times can be significant. For example, in high-volume search areas, courts and collection facilities may prioritize orders based on the time they’re received. By submitting your request early, you can ensure your order gets ahead in the queue, potentially reducing the overall processing time.

4. Tell Your Background Screening Vendor About Your Needs 

The more your provider knows about your specific needs, motivations, and expectations, the better they can customize their services to your organization.

Effective communication is vital in any working dynamic, and your relationship with your screening provider is no exception. It’s essential to share your motivations and requirements with your provider. Transparency about why you need background checks and what you expect from the process is key to achieving the best results.

In this collaborative approach, the goal is to eliminate time wastage. When your provider understands exactly why you need background checks and the specific requirements you have, they can streamline the process accordingly. You won’t be conducting checks that don’t align with your goals, and you won’t encounter delays due to unnecessary steps.

5. Prioritize Digital and Electronic Record Access 

While some background check information might be stored in physical paper records, many records and documents are now available in digital or electronic formats.

Collaborating with screening providers who have established relationships with various institutions and access to electronic databases can significantly expedite the background check process. This approach allows for faster retrieval of court records, employment history, and other crucial information. Additionally, digital records are often easier to search, reducing the time it takes to collect and verify the required data.

6. Provide All Necessary Documentation 

Having all the necessary documentation in order is critical. Your screening provider relies on specific documentation to initiate and complete the screening process accurately and efficiently. 

Screening providers typically require key information to conduct a thorough background check. This information includes a candidate’s Social Security Number (SSN) and their date of birth. 

These details serve as crucial identifiers, helping to ensure that the background check investigates the right individual. Accuracy is paramount, as errors in this information can result in delays and inaccuracies in the screening process.

In addition to SSN and date of birth, it’s imperative to provide signed disclosure and authorization forms. These forms are more than just a formality; they’re a legal requirement. They’re a fundamental component of complying with the Fair Credit Reporting Act (FCRA). 

Ensuring that candidates have properly consented to the background check is not only ethically sound but legally mandated.

Final Thoughts

In today’s fast-paced and fiercely competitive job market, securing top talent is a strategic imperative for organizations looking to thrive and succeed. Your company’s progress and success hinge on the caliber of individuals you bring to your team. Having an efficient hiring process is a critical aspect of a good talent acquisition strategy.

Conducting background checks can sometimes be a stumbling block in swiftly onboarding the right candidates. Various factors, including verification delays, outdated court record retrieval systems, or unresponsive county clerks, can contribute to unnecessary delays in your hiring process. By following these steps, such as submitting your screening request early in the day and ensuring that you provide all necessary information, you can help ensure the process goes swiftly. Another important aspect of this is working with a quality screening services provider. Contact ScoutLogic today for quality background screening services.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.