Anyone who has gone through the background checking process – as an employer or an employee– will tell you background checking can be a bit of a pain. In fact, while it makes sense to screen potential employees to protect a business’s customers, staff and reputation, not everyone does it. The major hurdles in the process are the speed at which checks are conducted, lack of visibility throughout the process, and the resulting poor experience.

Experience is everything in the modern commercial world, so it’s surprising that something as important as background checking has not caught up. Employers and job seekers alike both struggle with the time it often takes to receive background check results. But why does it take so long, and what can employees and employers do about it?  

The nature of the checks and the role 

The complexity of a background check is dependent on the role being applied for and the standards of that industry. It goes without saying that certain roles require a deeper and more thorough level of checking than others. Consider a financial director of a large organisation or a baggage handler at a busy international airport. These two are going to be subject to a more rigorous screening process than a retail assistant or a waiter. The more complex or high profile the role, the greater the importance of screening the candidates properly, and the longer the background check will inevitably take. 

Solution: As an employer, it makes sense to only do the level of screening relevant to the position. More checks take longer and if they are not necessary you may be wasting your time. You also have a responsibility to only request the information that is relevant to your company and the role that the candidate is applying for. 

Inaccurate data 

The most common reason for a delayed turnaround is inaccurate data. This is where the employer or the employee enters erroneous data or there are gaps or inconsistencies between records. While this could be an indication of something deceitful, in most cases it’s more likely to be an honest mistake.  

Solution: Employees and candidates should double and triple check the data they submit to make sure they’re being accurate to the nearest day regarding things like address history or professional experience. Sometimes, even a gap of a few days can be flagged and slow the process down. Employers need to look at the methods and technology they are using to manage the process. It is possible to automate the data collection and remove many of the risks of human error. 

At Vetting.com, we incorporate the option of pre-set prompts and reminder emails to help collect data from candidates and referees. 

The applicant hasn’t given consent  

In order to carry out a check, the employer needs the consent of the individual to process their data – especially when running police checks. If this is not given, the check cannot be performed. 

Solution: Employees need to give their consent as a first measure, having been briefed on what it is they are allowing the employer to do and the information being accessed about them. Employers should look to automated systems that collect consent through e-signatures or via email in an automated manner. At Vetting.com, this is our first step. 

How to speed up your background checking process 

Looking at the factors which slow down the background checking process, it becomes clear that one of the most helpful steps employers can take is automating their process. This efficiency trickles down to the candidate, whose experience becomes much simpler and smoother within an automated workflow. 

With one central hub that houses all check activity and automates the process, consistency and visibility is achieved for employers, and candidates receive a more refined, straightforward experience. Vetting.com offers a faster, easier solution for background screening by facilitating an intuitive platform with all your checks in one place. 

To find out more about Vetting.com, please contact us.