7 Key Background Check Metrics To Track
Tracking the 7 key background check metrics is important for employers to understand how quickly, accurately, and effectively their screening process works. These metrics provide information about turnaround times, error rates, compliance levels, and the candidate experience, allowing HR teams to identify areas for improvement and maintain a consistent hiring standard. Organizations ensure that background checks are complete, legal, and in line with hiring deadlines and candidate expectations by closely monitoring these benchmarks.
The 7 key background check metrics to track are listed below.
- Turnaround Time: The number indicates how quickly background checks are completed, which helps companies assess the effectiveness of their screening process.
- Accuracy of Information: Tracks the reliability of data reported in the background checks to ensure informed and lawful hiring decisions.
- Cost-Effectiveness: Determine the return on investment by examining the typical costs associated with conducting background checks.
- Discrepancy & Dispute Rates: Tracks how often mistakes are found in background check results or candidates question them, which is a sign of problems with quality control.
- Candidate Experience: Examines how the background check process impacts applicants, influencing both the company’s brand and the success of hiring.
- Adjudication Results: Analyze the results of background checks (clear, review, or fail) to identify trends and inform better decision-making.
- Number of Checks: Tracks the number of background checks conducted over a specified period to help manage workload and vendor performance.
1. Turnaround Time
Turnaround time refers to the total amount of time that elapses between initiating a background check and providing the company with the final report. Its purpose is to determine how quickly and efficiently the screening process works, which has a direct impact on the total time it takes to hire someone. The importance lies in reducing onboarding delays as much as possible, keeping the hiring process competitive, and enhancing the application experience. It works by tracking when a request is sent and determining how long it takes to receive full verification data from various sources. For example, a company that tracks normal turnaround times notices that checks take three business days on average, but seven days during the holidays, helping them adjust their staffing and expectations accordingly.
2. Accuracy Of Information
The accuracy of information in a background check refers to how closely the reported data matches the candidate’s actual history, including employment, education, criminal records, and personal details. The purpose is to ensure that hiring decisions are made fairly and based on verified facts, not mistakes or outdated records. Its importance lies in safeguarding both the employer and the candidate from unfair judgment. It works through accurate data sources, double-checking techniques, and adherence to legal guidelines to ensure the information provided is accurate and complete. For example, a thorough background check ensures that a job candidate actually graduated from a specific university in the year they claimed, thereby avoiding any false information that may influence the hiring decision.
3. Cost-Effectiveness
Cost effectiveness in background checks refers to obtaining accurate, legal results at a fair price without compromising quality. The purpose is to strike a balance between cost and thoroughness, allowing employers to maximize their hiring budgets while maintaining confidence in the screening results. Its importance lies in allowing businesses to perform the necessary checks without incurring excessive costs or compromising compliance. For effective screenings, leverage the use of automation, custom screening packages, and bundles.
4. Discrepancy & Dispute Rates
Discrepancy and dispute rates refer to identifying potential issues with the accuracy or reporting of data, ensuring the screening process remains equitable. Its importance lies in protecting the rights of job applicants, ensuring that employers follow laws such as the Fair Credit Reporting Act (FCRA), and maintaining the integrity of hiring choices. It works by checking the reported information against the verified data, and it keeps track of the number of disputes made and settled. For example, a high dispute rate indicates that the records are outdated or that the verification methods are inconsistent, which suggests that the screening provider’s sources need to be reevaluated.
5. Candidate Experience
Candidate experience refers to how the candidate perceives and responds to the job background check. The purpose is to ensure the screening method is fair, honest, and easy to use, which leads to a positive overall hiring experience. The importance of a candidate experience lies in its direct impact on company branding, candidate trust, and acceptance rates, as poor experiences can deter applicants in the future. It works by making communication clear, providing updates on time, facilitating easy access to dispute routes, and maintaining a positive tone throughout the screening process. For example, a company that provides a mobile-friendly portal with real-time status updates and frequently asked questions (FAQs) makes the candidate feel more at ease and reduces their anxiety during background checks.
6. Adjudication Results
Adjudication results refer to the final judgment a hiring manager or screening service makes based on the results of a background check to determine whether a candidate meets the hiring requirements. The purpose is to evaluate background check results using consistent, fair criteria in accordance with business policies and compliance regulations. Its importance lies in reducing bias, adhering to the law, and making informed hiring decisions. It works by using automated or manual review systems to compare background information, such as criminal records, proof of employment, or educational credentials, against established criteria. For example, the adjudication process clears the candidate if their background check reveals a minor offense that is unrelated to the job, ensuring that everyone gets a fair chance to be hired without being disqualified for no reason.
7. Number Of Checks
The number of checks refers to the total number of background checks conducted by a company within a specified time period. The purpose is to evaluate hiring activity, screen demand, and effectively allocate resources. Its importance lies in determining hiring trends, screening workloads, and ensuring the background check provider meets the company’s needs. It works by tracking each request for a background check, such as a criminal record, job check, or education check, and then compiling the totals into performance dashboards or reports.
What are Background Check Metrics?
Background check metrics are specific pieces of information that evaluate the efficiency of background screening systems. These metrics help businesses assess the effectiveness and accuracy of their hiring decisions. Tracking background screening metrics is crucial to ensure that the process is completed promptly, accurately, efficiently, and in compliance with applicable laws.
Why Is It Important To Track Background Check Metrics?
Tracking background check metrics is important because it enables businesses to evaluate the efficiency and effectiveness of their hiring process. Companies can identify areas for improvement, ensure compliance with legal requirements, and mitigate the risks associated with ineffective hiring by monitoring key metrics, such as turnaround time, accuracy, and cost-effectiveness. Tracking metrics helps companies improve the hiring process for candidates, expedite the background check process, and ensure that decisions are based on accurate, up-to-date data.
How Do Background Check Metrics Improve The Hiring Process?
Background check metrics enhance the hiring process by indicating how efficiently, accurately, and cost-effectively each step is completed. Organizations identify bottlenecks or inefficiencies and proactively address them by tracking key metrics, such as turnaround time, information accuracy, and the rate of discrepancies. These metrics ensure that the hiring process is comprehensive, legal, and consistent, which helps employers make better hiring decisions.
Is Tracking Background Check Metrics Worth It?
Yes, tracking background check metrics is worth it. Tracking these metrics enables businesses to monitor and improve the speed, accuracy, and cost-effectiveness of their hiring processes. Companies identify areas for growth, reduce delays, and ensure compliance with the law by analyzing factors such as turnaround time, accuracy, and discrepancies.
How Can Shield Screening Make Sure You Follow Background Check Metrics?
By partnering with a background check provider like Shield Screening, you can leverage their expertise and processes to ensure that your organization adheres to the highest standards in background checks. This will help you maintain a compliant, efficient, and reliable screening program. Shield Screening utilizes automated procedures to speed up background checks, minimizing mistakes and delays that can result from manual checks, while providing clients with real-time updates.