Consistency Builds Trust in the Background Screening Process

They say consistency builds trust. When it comes to background checks, the information you verify and how it is evaluated might even help mitigate risk too. An inconsistent approach to background checks could result in poor hires and could even leave employers open to potential negligent hiring lawsuits. Just think, if you know what to screen, but the rest of your team doesn’t know what to look for when hiring. The way different hiring managers look at hiring criteria could result in casual yet costly mistakes.
We are going to look at three practices that could potentially help build consistency into background screening.

1. Defined background screening policy
2. Pre-set background check packages
3. Smart tools that convert policy into protocols

Transparent Background Check Policies Help Keep Teams On-the-Level

Want to replicate how you screen any time you hire? A clear background check policy could help make sure the same searches are done over and over again.

If followed, a clear background check policy might define different kinds of background checks for different candidates and set standard rules on how background checks are interpreted.

Some example points that you could keep in mind when developing your background check policies may include:

• Consider the breakdown of responsibilities for each job role. Matching background checks to unique risk factors for different employee levels and positions could help ensure the background checks used are appropriate.
• Defining required background check packages so that candidates applying for the same type of role receive the same background check. This can potentially help ensure fairness and consistency throughout the screening process. It could also give hiring managers an apples-to-apples comparison of candidates to review.
  • Think about how to review background checks consistently. You may decide some background check results may be disqualifying for some positions but irrelevant for others. Having set standards for different types of roles, levels, or locations might help ensure screening consistency.

These elements could be helpful to consider when crafting background check policies. Once a background check policy is created, spread the word! Employers who develop background check policies may want to make sure they are clearly communicated within the organization. This could help keep everyone in the organization on the same page. That could include hiring managers, executives, admin, and others. Documenting policies, making it accessible, and training relevant staff can help ensure consistent screening application.

A good policy is great. But at the end of the day, it’s the application of that policy could make the difference.

Make Policy Routine with Consistent Screening Packages

Some employers may use different background check packages for different types of roles. For example, an employer may decide to:

• Use a selection of criminal background checks for all candidates.
• Add a credit report when hiring accountants or other positions related to finance.
• Include a driving record check for anyone in a transportation or management role.

For fast, consistent ordering, some employers may choose to group routinely used background checks into packages. When they need to screen a candidate, the employee that places the order can simply select the package that aligns with the role, employee level, or location. This could reduce questions on what background checks should be included.

Defining a set of background checks to use for different groups of candidates can help create a fair and dependable screening process.

Controls for Consistent Background Check Reviews

Consistency shouldn’t be a matter of discipline alone. Built-in tools could potentially help reduce variation in how hiring managers systematically apply a background check policy.

Using an adjudication tool might help improve consistency in reviewing background check results. This process documents your rules and automatically applies them to help with report review. Verified Credentials’ Report Scoring tool color-codes background check results based on client-provided, pre-established, objective criteria. In some ways, Report Scoring could be a control plan for report evaluation. For example, employers might assign one color to anyone that has discrepancies in their past employment dates. HR professionals can quickly identify which candidates to reach out to for follow-up. As a result, the way teams process final reports is efficient and held to one specific standard. Your standard. That type of consistency in the report review process can help ensure fair handling of all candidate records.

A Consistent Approach Might Be the Right Approach

Approaching background checks with a consistent process is about more than avoiding lawsuits. It’s about treating candidates fairly and making the process easier for your team. Establishing an objective way for screening and reviewing reports during the hiring process helps keep things even. By focusing on background check selection and review, HR professionals can help protect and build trust in their organizations. All while helping to maintain a consistent and quality experience for candidates.

Looking for more ways to make your background check process more consistent? Contact Verified Credentials and our experts can help set up background checks that meet your policies.