While hiring to fill a position where experience, education, and credibility are critical, you have a right to know where a candidate stands. It is crucial to know if an applicant is true with regard to the reliability of the job application. So, background checks are of utmost importance.
But, as a hiring manager, you anxiously wait for the results of background checks. The waiting time sometimes makes you feel like forever. Not only you, but the job-seeker also struggles with the time it takes for background check results.
Though most of the results take 2 to 3 business days, others can slow the turnaround time up to a week. So, here are some factors that leave the entire hiring staff scratching their heads wondering why-
Employers As A Cause Of Background Check Delays
Any time when an employer makes data entry, there is a high risk of errors, which can give inaccurate results or background check delays. Inaccurate credentials make the screening company unable to verify the results properly. Lack of correct authorization, consent, or incomplete forms can also bounce the screening request back to the employer.
Job-Seekers As A Cause Of Background Check Delays
It’s pretty common for job seekers to give incomplete or vague information regarding their credentials, work experience, or last company. Further, sometimes an applicant uses his/her nickname in the application form, incorrect birth date, or other fake identifiers. As a result, the screening company finds it difficult to find a match. Also, if the candidate has a gender-neutral name, it’s another challenge in accessing records.
Delay In Employment Verification
Though employment verification is necessary to ensure that there isn’t any resume fraud, it comes with its own limitations. If the previous employer can’t be reached or is unresponsive, or if it was an enterprise corporation, the background check holds up. Also, if it is a large enterprise, the verification costs more. Here, the screening company has to use a specific employment database to gather information.
Some Background Checks Take Longer Than The Others
Even when the employer and an applicant provide sufficient data and proper documentation, background check delays can still take place. If the hiring staff requests every possible check on the applicants, the results may take longer.
Besides, some screens, by their very nature, take longer than the others. For example, court records require more research than a simple identity check. As there is no single database that contains all the criminal records, locating data may require more legwork.
How To Speed Up The Background Check Process?
If you are looking for a quick turnaround for the background check results, consider the following tips to reduce the time lag-
Make Sure To Enter Correct Information
If the basic information related to the candidate is inaccurate, you have to waste a lot of time to verify it. The delay is further increased if the candidate doesn’t respond quickly. So, it’s better to ensure at the time of filling the application that the information is precise.
Create A Background Screening Policy
A background screening policy includes information about when you can run the background check, or which screens you require for the different positions. It will help save you time.
Request Customized Screening From Trustworthy Government Agency
Look for a background check partner that conducts screening via searchable government agencies. Your partner should work with you to save time, minimize cost during the process. Some agencies provide customizable screening options or discounts if you require a high volume of screens.
You Can Take A Judgment Call If There Is Non-Critical Data Insufficiency
Sometimes, a recruiter isn’t able to gather all the relevant data pertaining to the area of concern. In this case, you can make a judgment call and close the report. Further, if you get requisite information about a candidate’s previous employment, it’s irrelevant to consider the fact that you couldn’t reach his/her earliest employer. So, it is wise to run the background checks that are important to narrow down the hiring pool.
Besides, run the checks that are necessary for specific job responsibilities. Narrowing the hiring pool to fewer suitable candidates before conducting a background check will save your time and energy.
