Selecting a Background Screener Is a Team Project

If you have ever developed a RFP or participated in a presentation for a new HR service or system, you’re familiar with the procurement process. A major purchase typically involves multiple departments that will ask financial questions and examine all parts of the new service or product.

So when it comes time to select a background screening service, you can expect that several departments — IT and finance at a minimum — will be involved.

Set a budget

The first step in choosing a new background screening platform is setting a budget for the project. As you begin to evaluate the need for a new background screening platform and the costs involved,  HR professionals should list which items will save the company money in the long-term and help make hiring and HR functions run more efficiently.

Pull together the procurement team

After a new background screening platform has been initially reviewed by HR, it is then time to pull the other departments into the process. Input from IT, finance and purchasing — possibly other departments — is important when implementing and integrating a new platform with your current ATS, HRIS and payroll systems.

All members of the team should participate in presentations and discussions, investigating the issues from their individual perspective. Proper due-diligence is important to ensure that the final selection meets the company’s needs now and for at least the term of the eventual contract.

Once the field has been narrowed to a single vendor, the procurement team should create a timeline for the purchase and the integration of the new platform.

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Sell the value

Typically the final decision will be made by the CEO or CFO. HR and the procurement team need to sell the value of the new background screening platform, providing information about the costs and benefits. Some of the benefits to keep in mind through the sales and budgeting process are:

  • A background screening and onboarding platform that  integrates with existing HR system will centralize all candidate data in a single hub, enabling HR to easily order background screens and provide enhanced reporting with real-time results.
  • An integrated platform makes HR more efficient.
  • The candidate experience will be improved by providing a seamless hiring process. Having a simple, pain-free hiring experience will keep new employees engaged through the process, helping them to get off to a faster start in their new job.

Focus on the Needs of the Company

As companies evaluate a new background screening vendor there is a lot to consider. From the simplicity of the platform to candidate experience, it’s important to think through all of the features and functionality that are needed before making the final decision.

When comparing platforms, the focus should also be on the needs of the company. By selecting the right platform the first time around, you will improve your efficiency, decrease cost and align your team around a centralized mission and be able to focus on recruiting and hiring the best person for your business.

To get more details about each of the questions to ask when choosing a background screening how that relates to a business’s bottom line, download our new eBook, The Ingredients of the Perfect Background Screening Platform.

A version of this article originally published on the Sterling Talent Solutions blog.

Debbie Lamb is the junior marketing communications manager at Sterling Talent Solutions, a leading employment background screening and onboarding company.

Debbie is a passionate writer with over 16 years of experience in directional, digital and social media marketing and many more years of experience in customer service. She is a leader in the development and execution of content strategy and enjoys learning about the many aspects of background screening. She can be reached at Deborah.Lamb@sterlingts.com.

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