With an annual turn over rates of >25% there is a need for hiring the right candidates with faster turnaround times. Keeping that in mind, here is a suite of checks we highly recommend for you:
Meet the hiring spike by eliminating unexpected verification bottlenecks with SpringVerify’s smart automation. Run bulk checks in one shot. Take the burden of the manual process and hire quicker with fewer resources.
SpringVerify has compliance tools built into every step of your verification process. You can rest assured as all the results we deliver is fully compliant with FCRA, State, and Federal laws.
Meet your staffing goals without compromising on the quality of the hires. Scale your verification process effortlessly to meet the demand and place candidates where they’re needed the most. Here's how SpringVerify helps you:
From submitting documents to status tracking, connecting with our live support team in case of any queries - SpringVerify offers a comprehensive candidate experience thereby making your verification process faster, smoother and transparent.
An adverse action letter is a letter sent to a candidate by an employer or staffing agency after taking an adverse action as a result of information found in a background check. The letter informs the candidate of the adverse action and provides them with their rights under the FCRA.
Typically, staffing agencies or employers are responsible for conducting background verification checks. Some companies may outsource the process to specialized background check firms.
Staffing companies typically perform background checks that check a candidate's past employment history, education, criminal records, and professional licenses or certifications. The types of background check may vary depending on the company's policies and the specific needs of the job.
To stay compliant when running a background check, companies should follow all applicable laws and regulations, such as the Fair Credit Reporting Act (FCRA), and consistently apply the same background check criteria to all candidates for the same position. They should also provide the candidate with a copy of any background check report used in an adverse action, give them the right to dispute any inaccuracies, and inform them of who conducted the background check.
A pre-employment screening program is essential for staffing agencies because it helps to ensure that they are placing qualified and trustworthy employees with their clients. It also helps to minimize the risk of legal issues, such as negligent hiring claims and can also improve the overall productivity and quality of the workforce. It also helps to ensure that the agency is meeting the requirements of their clients and regulatory bodies.