What size does a business have to be to implement background screening technology?

Here are some key characteristics to consider about your business size when planning to implement screening solutions: 

Small Businesses: 

Small businesses often have limited resources and a smaller number of employees and, as a result, their pre-employment screening processes may be relatively simple. They typically focus on essential background checks, such as verifying employment history, educational qualifications, and criminal records.  

A small business may also only need to run a few checks every year. While manual processes can be time-consuming it may be more cost effective to a company only doing 1-5 checks per year to stick with a manual or outsourced process.  

Medium-Sized Businesses: 

Medium-sized businesses typically have higher number of new hires per month that smaller businesses. They will also typically have more resources available for pre-employment screening.  

In addition to the checks performed by small businesses, medium-sized companies may implement more comprehensive screening measures. These can include conducting credit checks for roles involving financial responsibilities, verifying professional licenses or certifications, and performing drug tests as mandated by relevant regulations or industry standards.  

Mid-sized businesses often engage third-party background screening providers to ensure thorough and objective assessments. 

Large Enterprises: 

Large enterprises typically have expansive workforces, complex hierarchies, and greater legal and security considerations. Consequently, pre-employment screening in large organisations tends to be more extensive and robust.  

In addition to the screenings conducted by small and medium-sized businesses, large enterprises may perform comprehensive background checks encompassing multiple aspects of a candidate's profile. This can involve thorough criminal background checks, international screenings for candidates with overseas experience, and in-depth employment verification, including reference checks from multiple previous employers.  

Large enterprises might also incorporate advanced screening techniques, such as psychometric assessments, behavioural interviews, and assessment centres, to evaluate candidates' skills, personality traits, and cultural fit. 

Larger enterprises also typically have the highest number of candidates to screen and complete pre-employment background checks for. This level of volume and complexity means enterprise companies typically see the greatest return on investment from using an all-in-one automated digital solution – such as screening software.  

Contrary to many beliefs, the size of businesses doesn’t always come down to the number of employees or revenue. To implement the right screening software solutions, our specialists look at the number of hires made per year to determine the size of an organisation, and to decide how we can best support your compliance strategy. 

• Small – 0 to 100 hires 
• Medium – 100 to 500 hires 
• Large – 500+ hires 

It's important to note that while the scale and depth of pre-employment screening may differ, the fundamental objective remains consistent across businesses of all sizes: to mitigate risks, ensure the integrity of hiring decisions, and create a safe and productive work environment.  

The specific screening measures undertaken by each business should align with industry regulations, legal requirements, and the nature of the positions being filled, while also considering the available resources and budgetary constraints. 

With that being said, medium and large businesses often see the greatest return on investment from solutions like Access Screening or Access Onboarded. This is because the time saved through improved efficiency for the administrative or hiring teams increases with each hire processed.  

The added benefit comes from the fact that candidates typically complete checks up to 50% faster using a digital solution, meaning these teams can get new hires into roles quicker and boost the businesses productivity.  

That is not to say that small businesses won’t see benefit from using an all-in-one screening solution. Businesses that operate in industries that are deemed to be high-risk - such as banking, legal, healthcare or education - they will typically have more complex screening processes that could be streamlined and made more secure with the right software. 

If you are unsure of the benefit to your business get in touch with our team for a no obligation conversation.  

Recruitment agencies also need to ensure that candidates are legally able and meet the requirements of each role. Most high-volume temporary agencies that process hundreds of candidates every month will need to have some sort of screening software implemented. They are also the ones who are more likely to see the biggest return on investment from a solution like Access Screening or Access Onboarded.  

Access Screening works well for temporary agencies that manage many different client types as they can set up different workflows per client. For example, if an agency is hiring for a business that requires delivery drivers, they can include a workflow that includes DVLA and Right to Work checks. However, they could also be hiring for an education cover agency and need to meet the KCSIE standards which might need a workflow that includes DBS, Right to Work, social media and employment references.  

Having all these workflows accessible from one place will dramatically reduce time to hire and get the right candidates into roles quickly and securely – avoiding unnecessary delays to your agency’s revenue. 

Implementing background screening technology can vary in terms of timeframes depending on several factors, including the complexity of the technology, the size of the organisation, and the specific requirements of the business. While there is no one-size-fits-all answer, a typical timeline for implementing background screening technology can be outlined as follows:

• Needs Assessment and Vendor Selection: The first step involves assessing the organisation's requirements, identifying the desired features and functionalities of the screening technology, and researching potential vendors.
• Contracting and Agreement: Once a vendor is selected, the organisation proceeds with contract negotiations and finalising the agreement. This phase can involve legal reviews, pricing discussions, and other contractual considerations.
• Customisation and Configuration: The chosen screening technology may require customisation and configuration to align with the organisation's specific needs and workflows. This step involves working closely with the vendor to tailor the solution accordingly.
• Data Migration and Integration: If the organisation is transitioning from an existing screening system, data migration and integration with the new technology may be necessary. This process involves transferring and mapping existing data, ensuring compatibility and integrity.
• Training and User Adoption: Once the technology is configured and the data is in place, the organisation needs to train its staff on how to use the system effectively.
• Pilot Testing and Fine-Tuning: Before fully deploying the technology, a pilot testing phase may be conducted to identify any issues or areas for improvement.
• Full Deployment and Integration: After successful pilot testing and any necessary adjustments, the technology is ready for full deployment across the organisation. This phase involves rolling out the system to all relevant departments or teams, integrating it into existing workflows, and ensuring a smooth transition from previous screening processes.

Here at Access Screening, from the point in which a business chooses us to full deployment of the system, we usually expect this to take around a four-week period, depending on the specific features and capabilities of the Access Screening solution and the organisation's requirements.

It's important to note that the timeline provided here is a general guideline, and the actual implementation time can vary based on the factors mentioned earlier. Organisations should work closely with their chosen vendor and allocate sufficient time for a thorough implementation process to ensure a seamless integration of background screening technology.

Conclusion

The size of a business should not be a limiting factor when considering the implementation of background screening technology. While larger enterprises may have more extensive resources and complex needs, businesses of all sizes can benefit from adopting such technology.

Small businesses background screening can start with essential background checks, ensuring the integrity of their hiring decisions and protecting their assets. Medium-sized businesses have the advantage of moderate resources and can implement more comprehensive screening measures, such as credit checks or professional license verification, to enhance their hiring processes. Large enterprises, with their expansive workforces and heightened security concerns, can leverage advanced screening techniques and thorough assessments to make informed hiring decisions.

The key is to align the scope and depth of background screening with the specific requirements of the business, regulatory obligations, and available resources. Whether it's a startup, a growing venture, or a well-established corporation, background screening technology offers invaluable benefits, including risk mitigation, improved employee safety, and enhanced operational efficiency.

Ultimately, background screening technology should be viewed as a proactive measure that fosters trust, reduces liabilities, and promotes a safe and productive work environment, regardless of the size of the business. By implementing effective background screening practices, businesses can make better-informed hiring decisions and contribute to their long-term success.