Completing a background check in a legally permissible way, and correctly using the information for hiring decisions, is a complex task, particularly in the highly regulated health care sector (Snyder, 2020; Wells & Harrington, 2013). As a result,

most background checks are completed third-party-party companies, such as consumer reporting agencies, that specialize in these checks (Bushway & Kalra, 2021). An estimated 72% of colleges in the U.S. conduct background checks on applicants (Stewart & Uggen, 2020). The number of states using both name-based and fingerprint-based background checks during occupational licensing is growing (Murrin, 2019a, 2019b). In 2000, an estimated “70% of large companies and less than 20% of small to mid-sized companies” used background checks on new and current employees (HireRight, 2011). Since then, background checks have become nearly ubiquitous in hiring, with estimates ranging from 87% to 97% of U.S. employers using criminal background checks (Nelson, 2019). Source: University of Washington

Background screening is not only a requirement but it is also the key to protecting patients and employees. In a recent interview with Dr. John Meehan, he states that background screenings are “important for employers in order to protect their workforce from possible threats.” Background screenings are an important tool because they prevent problems before they happen, as well as keep everyone safe on the job. Healthcare-specific background screenings can be used by healthcare workers in hospitals or any other setting where medical care is given to people who may be at risk of abuse or exploitation such as children, elderly adults, etc. This way we can make sure all patients are protected and receive adequate care from qualified professionals.

Background checks help you reduce the mystery in the hiring process and home in on candidates who have a higher potential to align with your needs and your company overall, especially in the current needs of the healthcare industry.

In organizations with hundreds of job applications to be screened, doing the process manually could be a lot of work and tedious. Using software to streamline the process can help organizations reduce the turnaround time (TAT) for a background verification that could only take a matter of minutes.

All you need to do is to send a request to the platform for a background check on a new hire and get the results required specific for the position or the role being applied to.

When it comes to data security, background verification should always be done with the consent of the person being screened and the information should also be shared responsibly.

By using the right technology, accurate and more thorough background verification can be conducted. Besides, automated reports can be more accurate and of much better quality compared to doing it manually.

There's more way to go in automating the background checking as not every platform can provide you with the tech necessary for the results needed.

How does your background checking provider keep up with the tech?

Can you make business decisions through their holistic in-depth reporting?