Some background check companies charge a fee per report. However, others offer one-month, three-month, or time-unlimited subscriptions, where you can run as many checks as you want for a lump sum. This is a good option for medium and large enterprises, who tend to have more significant turnover and may need to screen a lot of people at any given time. As such, they opt for such services on a rolling basis.
If you’re only doing occasional hiring, you might make do with a limited monthly subscription. You can pay per report and run individual checks on a case-by-case basis. Finally, you can get someone to run background checks in-house, such as your HR, at no cost to you.
Another aspect to consider is the type of check you want to do –there are many different types. It’s easy to see why there’s no standard fee to perform a background check.
Some companies, such as CheckPeople, give their customers the option to do their first few searches for free. They might also give refunds on a case-by-case basis.
You shouldn’t have to pay more than $15 or $20 per report for basic services, such as identity verification and a Social Security number trace. These reports will also confirm or reject suspicions of a criminal record.
These plans also tend to be quite affordable, making them ideal for smaller companies. On average, a standard check will cost you $50 per report. It will cover an in-depth criminal record search, including national criminal databases and identity verification.
These include education and employment verification, county-level criminal record search, and asearch of domestic watch lists. Specific checks might come with a third-party fee, which will depend on the state and company.
Eligibility for Discounts
If your company orders many checks every year and runs them as part of recruitment, you might be eligible for a discount. The provider sets the cost per plan. If you haven’t chosen the best background check service for your needs, know that accreditation is one of the most important things to look for, perhaps second only to the Fair Credit Reporting Act (FCRA) compliance.
Ideally, the company should be affiliated with the National Association of Professional Background Screeners. This organization lets background check companies take part in a special agency accreditation program, which is very reputable because of strict adherence to guidelines by participants. The program reviews background check services based on client education, consumer protection, legal compliance, verification service standards, data and research standards, and business practices in general.
Choosing the Right Background Check
Some screening providers are more limited or specialized in their offerings. In contrast, others have a broader scope of procedures tailored to various industries. In most cases, a standard check will be sufficient for your needs. If your company is in the transport or logistics industry, your candidates’ driving records will require close attention. You also need to order additional searches if you’re in the healthcare or pharmaceutical industry. Before committing to a provider, ask them whether they can carry out all of the screenings required by your business.
Workforce Development Firms
These nonprofits facilitate job searches for people who’ve been outside the labor market for some time for various reasons. They often do most of the background check work. As a result, this saves you a lot of effort, freeing your time up to choose the best candidate.
Follow any procedure you’ve established consistently. Regardless of the approach you choose to take, it would help if you had clear policies for your company’s reference and background checks. To avoid legal problems, it is recommended to inform all job candidates of these policies and procedures in advance.
Your organization’s guidelines should always be clear when it comes to the scope of screening. If a criminal record search is positive, can you legally eliminate the candidate from the selection process? You may be able to if the crime they committed is relevant to the tasks they’ll be expected to carry out as part of their job. If it’s not, but you reject them anyway, you may risk facing serious legal issues.