The Value of Response Time for Background Check Services

Workplace attacks caused 18,400 injuries, illnesses that required time off work, and 458 fatalities in 2017. 

Your company’s ability to go through the hiring process quickly and bring on new hires depends on how long it takes to complete a background check.

In fact, you may begin the onboarding process and put new personnel on the payroll as soon as the background check procedure is finished.

Although there are many crucial elements in the healthcare hiring process, you can’t omit running a complete background check that includes a lookup of any disciplinary actions and a confirmation of licenses and other credentials.

In addition to completing these checks quickly and in accordance with the laws established by organizations like the Centers for Medicare and Medicaid Services (CMS) and the U.S. Office of the Inspector General, your background check provider must do it with quality at the forefront (OIG).

You may keep prospects interested and keep them from moving on to opportunities with other employers by completing these procedures fast.

The Pros: When a Quick Background Check Is Necessary

The average time it takes to hire a healthcare staff is 40 days, according to information from LinkedIn. However, the number may easily increase to 50 days, 60 days, or even more if the hiring process is delayed in any way. Additionally, a longer hiring process can have more adverse repercussions that affect your healthcare organization’s front-line operations. On the other hand, when you use a quick background check procedure, you might gain the following advantages:

1. maybe a faster hiring process

2. increased candidate satisfaction

3. A speedier route to onboarding and increased output while working

The Cons: Risks of Emphasizing Speed Above Other Considerations

Fast isn’t necessarily better, just like with any procedure that’s essential to the organization. Your healthcare background check program may experience negative effects if speed becomes your major priority.

Not only do you run the risk of operating a process that is inaccurate, but you also run the risk of increasing the likelihood of errors in background check results. While you wait for those errors to be examined and fixed, the process may get longer.

Cons include the following when deciding to prioritize a quick background check over other considerations:

1. Rushing through a background check can cause it to miss important information, such as employment exclusions or missing credentials.

2. If your background check provider rushes the screening procedure, you can incur errors and miss out on a wonderful prospect or select someone who poses a risk to your company.

3. The screening procedure may inadvertently overlook information that should be excluded from a background check report, such as bankruptcies older than ten years and arrest records older than seven years

How to Quickly Order High-Definition and Accurate Background Checks

In the United States, employee theft keeps increasing.

A $50 billion annual cost is attributed to this crime by CNBC for U.S. firms (CNBC).

58 percent of employers surveyed for the 2021 PBSA annual employer survey ranked speed as the second most crucial consideration when choosing a background screening company.

But 83 percent of employers stated quality and accuracy were the most crucial elements, demonstrating that most businesses don’t actually choose speed over accuracy.

1. Create procedures and regulations that are clear for running background checks.

You need all the assistance you can get in order to achieve a quick hiring process and an effective background check procedure in today’s competitive healthcare job market. When you have a transparent, thorough screening strategy and automated procedures designed to enhance productivity, quick background checks are doable.

2. Determine the best ratio between turnaround time and accuracy.

Work with a screening company who can give industry-leading turnaround times while still giving a thorough background check rather than believing the promises of a “instant background check”—delivered swiftly but just supplying a portion of a candidate’s record.

3. Recognize the variables influencing turnaround time delays.

The length of time it takes to finish a background check depends on a number of internal and external factors. Understanding them will help you create procedures to deal with delays more skillfully. You can identify prospective places where you are likely to have longer turnaround times, for instance, by working with a screening service who keeps track of federal and state court delays, and you can alert candidates as necessary.

4. Select a supplier that combines professional analysis with cutting-edge background screening technologies.

Modern background screening technology improves the efficiency of the background check procedure, allowing you to request background checks and receive results more quickly.You can automate numerous elements of the background check procedure, from disclosure and authorization to drug testing and scheduling, when combined with the knowledge and discretion of background screening analysts.

Realize Quick, High-Quality Background Checks

It’s not always obvious which combination of activities will result in the most notable improvement given all the elements affecting your ability to receive high-quality, quick background checks. But it is frequently simpler to decide which actions to take when you evaluate your background screening program in-depth with your background screening provider.

A background screening program audit is a wonderful approach to evaluate the overall health of your program and identify areas where you can introduce new best practices. It also reveals process inefficiencies that may be prolonging turnaround times for background checks.

Learn more by reading the Guide to Auditing and Improving Your Background Screening Program before you begin.