Preserving Your Investment: Rapid Background Screening Tips for Staffing Agencies to Reduce Candidate Dropoff

Contributed article from Cynthia Woods, AccuSource HR

Recruiting and placing the best talent is essential for staffing agencies looking to stay ahead of their competition and increase profitability. Ensuring candidates efficiently flow through recruitment processes is critical, especially in times of economic uncertainty when placement opportunities are less plentiful. A quick and accurate background screening process is critical, as lost time can translate into lost talent and lost revenue.

Here are seven tips to help speed up your background checks resulting in faster, quality placements.

1. Integrate Your Applicant Tracking System (ATS) with Your Background Check Provider

ATS integration automates important recruiting and onboarding processes, saving time, labor, and money. Adding additional software can seem daunting for overtaxed agency staff with strict budget control top of mind, but this upgrade pays off with immediate returns in time and labor saved and improved candidate experiences. Many staffing-centric ATS providers offer options tailored to specific agency workflows and organization sizes. Additionally, top background screening providers like AccuSourceHR™ Workforce Solutions offer common service APIs, simplifying the integration process.

2. Use a Digital Disclosure and Authorization Process

Automating the process of obtaining your candidate’s disclosure and authorization for background screening ensures ease of use for candidates, improves compliance practices, and saves time. Digital disclosure and consent in an applicant platform help ensure candidates complete the appropriate documents based on their specific residential address and primary work location. Mobile-friendly platforms allow users to complete the background screening application and required documents quickly, even on the go.

3. Provide All Required Documentation to Your Background Check Provider

Depending on the screening services requested, candidate data required to facilitate the background screening process may include basic details like the candidate’s full name, Social Security number, and date of birth, or more extensive information like a driver’s license number or professional license number. Providing all necessary information promptly to your provider at the time the screen is requested or through an online candidate-facing data collection application ensures the screening process can begin without delay.

4. Take Advantage of Online Data Collection

Technology-forward consumer reporting agencies (CRAs) support electronic applicant data capture through web-based platforms, ensuring an easy, secure method for uploading required documents. Platforms like AccuSourceHR™’s SourceDirect™ are mobile-optimized, allowing candidates to enter their data and complete documents from any device. This process aids in faster applicant engagement and minimizes exposure to sensitive information within hiring organizations.

5. Use a Candidate-Friendly Solution

Today’s candidates are cautious and tech-savvy, preferring more control and insight into recruiting and placement processes. Staffing agency transparency creates a positive first impression and may result in increased patience if the screening process takes longer than anticipated. Use of a technology-forward platform allows potential new placements to input their own personal data in a secure application, track progress, and view results in near real-time to enhance the overall candidate experience.

6. Act Early in the Day

Submitting requests early in the day ensures court researchers can include your file their same day court schedules and aids candidates needing to complete a drug screen to schedule their collection and visit the clinic that day. Additionally, consider the calendar, as processing background screens near holidays or on Friday afternoons may encounter delays due to limited holiday or weekend operating hours.

7. Automate the Adverse Action Process

Staffing agencies must follow EEOC guidelines, state or local legislation, and the Fair Credit Reporting Act (FCRA) adverse action process if they decide not to hire a candidate based on their background report. Automating the pre-adverse and adverse action process ensures compliance and efficiency. It also ensures a documented paper trail in the event of a dispute affording further risk mitigation.

By implementing these tips, staffing professionals can streamline their background check processes, reducing time to hire and ensuring they secure the best talent quickly and efficiently. Want to learn more? Contact AccuSourceHR today at sales@accusourcehr.com

About the Author:

Cynthia Woods – Vice President of Marketing – AccuSourceHR™ Workforce Solutions
Cynthia has over 20 years of experience in the human resource services and employment background screening industries. At AccuSourceHR, she is responsible for overseeing Marketing, Media, Communications and Strategic Projects. She also frequently serves as a guest speaker and corporate trainer. Cynthia holds a Bachelor of Science in Business Management and a Master of Business Administration (MBA) degrees. She is a long-time member of the Society for Human Resource Management (SHRM). She is also a member of the Professional Background Screeners Association (PBSA), where she serves on the Industry Practices and Government Relations committees.