4 ways to reduce your screening turnaround times

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Candidates don’t always understand how screening works, and delays in the screening process can have a real impact on start dates and your business’s productivity. We’ve put together some tips to help make the screening process smoother for your candidates.

 

Train your recruiter on background screening

Often the responsibility falls with the HR team to carry out the screening, but usually, the recruiter has already built up a relationship with the candidate. We find more candidate buy-in and a better understanding of the screening process when the screening process falls under the recruitment team.

 

Let the candidate know about screening as soon as you can

We find that candidates who understand the screening process complete their data entry quicker.

Let your candidate know that screening is a part of your onboarding process at the offer or even interview stage, and tell them to expect an email from First Advantage.

We’ve put together a pdf for inspiration on how to tell your candidates about this, or you’re welcome to send our document if you’d like.

 

Make sure your candidate is prepared with all the correct information

Giving your candidate an idea of the kinds of information they’ll need to provide in the screening process ahead of time means that they can start to look these up before they’ve even had their welcome email from First Advantage.

We’ve put together a pdf for inspiration on how to tell your candidates about this, or you’re welcome to send our document if you’d like.

 

It’s all in the details

Inaccurate or incomplete data entered by candidates can result in a huge delay in the screening process. It means that we have to get in touch with the candidate and ask for extra information. Requests for extra information can more than triple the turnaround time of checks.

By letting your candidate know how important their data entry is it can help to speed up the screening process.

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