The process of looking for a new applicant screening provider can seem like a daunting task. An RFP that fails to clearly address your unique pain points and pose appropriate questions can hamper your evaluation process. The resources found here will help you use the RFP process to your best advantage and streamline, not stall, your search.


State of the industry

Over the past decade, the applicant screening industry has evolved significantly. While just 10 years ago, many companies were only screening their employees and contracted producers and representatives, today it is an industry best practice to also screen contingent parties such as contractors, vendors, temporary employees and volunteers. 

Increased legislation designed to protect applicants’ privacy continues to be one of the most significant emerging trends in the applicant screening industry. This legislation impacts what information employers can access about prospective employees and how that information can be used to make an employment decision.

As the pendulum swing toward applicant privacy continues to build momentum, the trend toward placing limitations on what employers can and cannot ask an applicant, and what can and cannot be used to make a hiring decision, shows no sign of slowing down.

Other factors driving screening industry trends are the focus on the quality of the information compiled on applicants being used to make employment decisions, as well as emphasis on compliance with ever-changing laws and regulations. Additionally, in light of the economic climate, clients continue to be focused on ways to save costs while still receiving the accurate, high-quality information they need.

Organizations are increasingly relying on applicant screening firms, such as BIG, to help them manage hiring risk and stay ahead of compliance trends. Over the past few years, many small applicant screening firms have emerged, but these firms often struggle to keep up with the security regulations and evolving legal compliance challenges faced by consumer reporting agencies. These small firms are often forced to rely on partnerships to provide the services that their clients need and are forced to outsource critical areas such as research and customer service.

At the same time, there have been numerous mergers and acquisitions in the industry, resulting in a handful of larger applicant screening firms. These companies are often venture capital-based and struggle to provide a consistent level of customer service and turnaround times for their clients. Their inability to ensure quality data and to serve as a guide for their clients in complying with industry regulations has led to an onslaught of recent litigation, particularly related to failure to comply with the FCRA. 

BIG is different because we continuously strive to provide the most comprehensive, compliant, reliable services to our clients as possible. We understand how important the screening process is to the success of a company, so we want to make sure that the information you receive from us is fully analyzed, validated and presented in a way that is easy to understand and navigate. We go to great lengths to make sure that our processes are in compliance with the maze of laws and regulations governing the screening industry. Our proactive, conservative approach is to help our clients manage the risk inherent in applicant screening – not to create more risk by taking shortcuts or providing unreliable data. 

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