Automation promises efficiency. But if you're like most HR professionals, you still find yourself spending hours on manual admin tasks despite increased technology investments. When it comes to background screening, automation doesn’t seem possible. You’re forced into a new portal, a new login, or a new process.
This constant friction is what we like to call The Inefficiency Tax, or the tax you pay on fragmented systems. It costs you time, money, and prevents you from realizing the true potential and ROI of your tech stack. Top talent moves fast, and fragmentation is a liability.
This blog post proves that integration is the only reliable way to automate recruiting and hiring efficiently. You’ll gain actionable insights to help you relieve administrative burden and automate background checks without leaving your ATS.
In our previous post, we showed that slow screening is the #1 cause of candidate drop-off, leading to over $13,000 in lost revenue per vacancy. Read Stop Losing Talent: Why Your Screening Process is Killing Your Candidate Drop-Off Rate to understand the full cost of fragmentation.
The problem is not a lack of tools, but fragmentation. Many candidate automation solutions fail because they operate in a silo. The background check might be automated for the vendor, but it still requires the user to switch portals or transfer data manually. This isn't automation; it's outsourcing friction. But don't worry, it's still possible to automate background checks.
Your efficiency is killed by three major bottlenecks:
True efficiency lies in a seamless, integrated workflow where background screening tools operate within your HR platform. In fact, one client shortened its onboarding process by 67% after switching to integrated background checks by Verified First.
Learn more in our Whitepaper, Reducing Time to Hire: How Background Checks Can Streamline Your Recruitment Process
While the financial impact of a slow time to hire is substantial, fragmented processes introduce an even greater, hidden risk: compliance failure. Every step that requires manual intervention or leaves a paper trail outside your secure HR system is a potential liability.
Compliance with regulations like the Fair Credit Reporting Act (FCRA) requires specific, timely disclosures and written authorizations. When you manually print forms or email disclosures, you risk using outdated versions, losing audit trails, or failing to deliver forms in the prescribed manner. A modern, integrated solution automates the delivery of state and federal forms, ensuring legal standards are met.
Manual processes can make auditing close to impossible. In the event of an adverse action claim or regulatory audit, you need to prove exactly what data was used, when it was authorized, and how the decision was made. Fragmented systems leave gaps in this chain of custody. An integrated system automatically time-stamps every action within the centralized platform, creating a complete, legally defensible audit trail from initial application to final hiring decision.
To fully automate background checks, you must prioritize three core capabilities from your screening solution. These must-haves transform the final hiring stage from administrative work into a simple process, all from within your ATS or preferred hiring platform.
Manual data entry disrupts accuracy and speed in background screening. Recruiting and hiring managers shouldn't have to transfer information manually. Instead, data should flow seamlessly.
When it’s time to screen the candidate you’re considering in your HR tech platform, you should be able to initiate the background check process easily. Your screening technology should automatically pull data and pre-fill necessary information.
Switching platforms and status chasing can impact your focus and productivity. Recruiters spend far too much time manually aligning data between two disconnected systems, also known as The Inefficiency Tax.
Your background check solution should provide consistent, timely notifications and updates to the candidate’s file or HR platform. Recruiters and hiring managers should be able to see the status of background checks without leaving the platform. Bi-directional communication ensures transparency for internal stakeholders and eliminates time lost to manually managing status updates.
Candidate process friction is a key source of disengagement, drop-off, and delay. The process stalls when candidates have to print, sign, or mail physical forms.
Your background screening system should utilize mobile-friendly forms and candidate texting, allowing digital signatures and form completion. A fully-compliant, self-guided process puts the candidate in control, reducing anxiety and speeding up completion times. This is how screening time is cut from 7 days to 1-3 days.
Access expert insights in our Whitepaper, Reducing Time to Hire: How Background Checks Can Streamline Your Recruitment Process
Stop paying for fragmented systems and inefficient automation. The fix is within your control, and it doesn't require ripping out your existing tech stack.
The solution isn't adding more software, but ensuring your current systems are seamlessly connected. Verified First makes this easy. We integrate with 150+ industry-leading hiring and talent management solutions, including your ATS, CRM, and payroll systems, to truly streamline the entire screening experience. Our commitment to efficiency is why our clients see a significant reduction in administrative workload and massive gains in time-to-hire.
Ready to automate background checks directly in your ATS? Our whitepaper, Reducing Time to Hire: How Background Checks Can Streamline Your Recruitment Process, shows you the step-by-step strategy for building a truly integrated workflow. Download your copy below!
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