Delays in Background Checks Lead to Cutting Corners

Employee shortages in every industry are delaying the background check process, thus delaying the hiring process. With employers trying to verify education and employment records themselves, employers are taking considerably longer to complete an employee background check, leading to cutting corners and avoiding background checks altogether. 

Why is there a delay in background checks, and how is this negatively impacting businesses of all industries?

Why the Delay?

Background checks verify a potential new hire’s education and previous employment records, going back about seven years. When employers complete background checks themselves, they spend hours calling various companies and schools to verify the new hire. Due to the pandemic increasing unemployment rates, there are fewer people available to answer the phones and provide employers with the information they need to verify a new employee; because of this, background checks are taking longer to complete. 

Cutting Corners

With longer times sitting on the phone and waiting for answers, much-needed new employees are taking more time to be hired. Unfortunately, some employers see the delay as an opportunity to cut corners or avoid background checks altogether. Because of this, employers are missing out on valuable information, such as criminal records and exaggerated employment history. Some candidates may exaggerate their college education, certifications, or even job positions from a past job experience. Not only does this put the employer at risk for liability in work-related injuries, but it also means they could be passing over more qualified candidates. 

Expedite Hiring

Although employers may feel background checks are negligible, hiring a third party to complete background checks, such as ClearStar, expedites hiring and provides additional essential information. ClearStar background checks effectively filter through candidates, finding potential employees that meet an employer’s specific requirements so they can be hired, trained, and moved straight into working. Instead of doing background checks as a last step in the hiring process, let it be one of the first to help filter through candidates and determine the best before the interview process begins. Additionally, it takes some pressure off of HR when looking through employment history, criminal records, and other credential verifications.

Staffing with ClearStar

ClearStar is integrated with SAP SuccessFactors Recruiting to deliver accredited, award-winning, mobile background and medical screening capabilities to clients. ClearStar is certified by the SAP ICC to ensure quick and easy implementation and is also a partner in the SAP PartnerEdge program. As such, our company is empowered to build, market, and sell software applications on top of market-leading technology platforms from SAP. To quickly and effectively find new qualified employees, work with ClearStar and SAP SuccessFactors Recruiting on background screening and hiring. 

To learn more about ClearStar’s integrations with SAP SuccessFactors Recruiting, visit https://www.clearstar.net/sap-successfactors/. To place an order for a social media screening report or other background checks, contact ClearStar at +1.888.982.4648 or visit https://www.clearstar.net/contact/.

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.