Changing HR platforms or Background Screening Vendors? Ask these questions first!
For most HR departments there will come a time in the business cycle when you are faced with evaluating vendors and the tools you use. Whether it’s a payroll system overhaul or a simple addition of an Applicant Tracking platform, make sure to ask these questions first before finalizing your decision:
Questions to ask yourself when considering an HR platform change
This is not an all-inclusive list, but having a clear set of questions in mind can drastically reduce the margin for error when making a final decision.
Questions to ask when comparing background screening vendors
*Tip: Some states do not provide DOB information, so it’s important for a researcher to be able to link identifiers.
*Tip: Some companies just deliver information rather than act as a partner. It’s also helpful to know if they have experience in your industry. Ask for references!
*Tip: Although the stock package may seem easier, a tailored approach can save you time and money by not ordering unnecessary information.
*Tip: Ask if you will have the same person assigned to your account or if you will be bounced around every time you contact them.
*Tip: Be wary of companies touting abnormally low fees. The reports are not likely to be comprehensive and could lead to disputes.
*Tip: Companies that claim instant results should raise a red flag, as there is no single instant database for all criminal records. These companies are also not likely to be researching at county levels.
*Tip: Do not consider a BACKGROUND SCREENING COMPANY that does not SCREEN its employees. Also, some foreign locations carry weak ID theft/confidentiality laws.
*Tip: Ask to see privacy and data-security policies as an added step.
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Surfside Beach, SC 29575