4 Methods to Complete Pre-employment Candidate Screening

What are the main methods to completing pre-employment candidate screening?

So, you’re currently looking to hire a new starter – that’s a great start! You’ve spent valuable time running through the job description, the benefits to the role and everything else that goes along with a comprehensive job post. And then you’ve spent the bulk of your time interviewing and vetting the right person to fit the culture of your business.

Finding the right talent is often perceived as the hard bit, but what comes after choosing the right person and getting them onboarded?

There is no doubt that performing pre-employment background checks is one of the most vital steps within an onboarding process, and without conducting these checks, organisations could be facing some pretty serious backlash. Facing hefty fines, damage to your business’ reputation, sky-high incurred costs…the list goes on. Being able to set up a successful compliance strategy and screening process is something not all businesses have mastered. And one of the most common issues employers have, is not knowing what the best method to complete these checks are for their specific business.

In this article, Access Screening are helping to bridge this knowledge gap. We have outlined the most common methods to screening and most importantly, outlined the advantages and disadvantages for you to make an informed decision on what method is best for your business. So, let’s dive in…

The 4 methods…


Manual Process	Manual Process with some outsourced checks	Outsource through a Managed Service Provider	Automate through software, managed internally
What is it?
Many companies still perform all of their candidate background checks with completely manual processes. This includes: • Referee details collected via email, then references are requested and chased via email. • Right to work checks done in person and by scanning copies of documents. • Manual spreadsheets are often the method used to keep track of these processes.	Some companies will outsource certain background checks for a third party provider to carry out those checks for them. This is most commonly seen with Right to Work checks and DBS checks. Whilst the rest of the process is still completed manually and spreadsheets are still common place to track candidates progress. Some companies will outsource the whole background checking process to a third party Managed Service Provider (MSP), so that it is one less thing to be concerned with.	Some companies will outsource the whole background checking process to a third party Managed Service Provider (MSP), so that it is one less thing to be concerned with. Simply send the candidate’s details to the MSP and advise them what checks you would like carrying out before a result is returned to you, once the checks are complete.	Keep internal ownership of the process whilst using software to automate the checks you are completing. The company can keep up to date with candidate’s progress through automated reports and dashboards. This is the most desired option however many companies feel this is out of reach or unachievable.
What are the advantages?
• May be adequate for those who are hiring very few candidates. • No third party costs • Internal ownership of process	• Have a third party take some of the admin burden • Some time savings created	• Drastically reduce admin time • Rely on third party to get the checks right • 3rd party will chase the candidate for you	• Internal ownership of process • Great candidate experience • Standardized process for all admin team • Instant audit trail provided • Instant reporting • Reduce admin time by up to 40% • Configure and brand the system to replicate your businesses branding • Reduction in time to hire by up to 50% • Easy to make changes to compliance needs
What are the disadvantages?
• Very time consuming • Potentially poor experience • No audit trail • Admin heavy • Reporting is almost impossible or very time-consuming, as it is difficult to track a paper-trail	• Often higher fees for disparate 3rd party checks i.e. DBS. • Relying on third parties • May have to chase the third party for progress updates • Manually collate all checks in to one place	• Can be very costly • Very little ownership of process • May have to chase MSP for a result and for updates • May be more difficult to make quick changes to compliance needs	• A new cost to the business if they’re replacing manual processes (but strong ROI) • Implementation required

Our advice for screening methods

Undeniably, automation for the screening process is the way to go – the shift from in-person, office environments to now a more digital approach makes automated software the number one choice; the current state of the candidate market means potential employees will have the ability to screen 40% faster than those with a manual process; and automation drastically improves the candidate experience. It seems a no-brainer.

We will happily concede that automation is not for everyone. It truly depends on the needs of your business. However, you must accept that other organisations turning to a automated screening solution will have the upper edge and 9 times out of 10, will hire faster and more efficiently. Are you losing candidates to competitors due to complex, inefficient screening processes?

To get you started, we have put together an insightful eBook to help you with developing your onboarding strategy – download your copy of our 5 Steps to Digitising Your Candidate Compliance Strategy now!

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Screening candidates allows employers to verify employee information, conduct the relevant background checks and ensure their right to work. Having the right screening technology in place can save your HR team time and effort.

With Access Screening you can: