2021 Baker's Best - 45

TOP PRE-EMPLOYMENT SCREENING PROVIDERS
Employee Screening Metrics
A data-driven approach can save money, speed up the hiring process, and
improve quality of hire.
By Marta Chmielowicz
Monitoring key performance indicators has become a
critical element of any business strategy-and that extends
to employee screening. By measuring, tracking, and
benchmarking screening data, organizations can be more
agile in their hiring process, addressing efficiencies and
optimizing their strategies to provide a better candidate
experience.
According to HRO Today's Background Screening Providers:
Opportunity for Excellence flash report, 87% of today's
organizations consider real-time updates and data from
their screening partners the most critical capability of a
successful program.
" Data can provide critical insights into a range of
employment metrics for your organization, as well as
insight into what types of candidates are attracted to
employment with your company and how well your
screening processes are working, " says Conal Thompson,
chief technology officer at HireRight.
To create an impactful, data-driven screening program,
organizations need to track the right metrics. Shannon
Shoemaker, vice president of marketing, solution
management, and partnerships at Cisive, advises that HR
leaders work backwards, identifying their organization's
hiring goals and then pinpointing key metrics around those
goals. She recommends that businesses take advantage of
their partners' reporting capabilities to track and measure
these metrics.
" Most employers are already measuring turnaround
time, but it's not the only metric that matters, " she adds.
" Organizations should also track data accuracy rates,
verification rates, and criminal hit rates. "
Organizations should consider tracking the following
metrics.
* Screening costs. Measuring screening costs is crucial to
understanding and forecasting cost per hire, revealing
opportunities to reduce spending and refine the hiring
process.
" This should be broken down by position, " says Bob
Capwell, chief knowledge officer at Employment
Background Investigations (EBI) Inc. " More comprehensive
screening should be done on individuals who could pose
more risk to the organization if not screened properly, such
as individuals of authority or in leadership. "
For example, by analyzing costs, organizations might find
that departments with high spending are more likely to
hire for roles that require stricter education or employment
verifications. They might also find that certain teams with
higher-than-average spending are performing unnecessary
background checks, while those with lower-than-average
spending are skipping important screenings and putting
the organization at risk.
* Turnaround time. The length of time needed to process a
background check is another important metric that should
not be overlooked. HRO Today's flash report indicates
that 93% of clients expect results from their background
screening partners within four days, with an average
acceptable turnaround time a short 2.7 days.
By measuring turnaround times across locations and
departments, organizations can fine-tune their screening
program to improve time-to-hire. They can also be
more transparent with their candidates, setting realistic
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HRO Today Baker's Best 2021

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