COVID-19 Update: Despite court closures in many areas, Sterling is still able to complete criminal checks with minimal disruption thanks to our proprietary end-to-end automation that allows us to access court information. For additional info on how Sterling is handling the COVID-19 situation, please visit our COVID-19 page.

May 24th, 2017 | Debbie Lamb, Sterling Talent Solutions

Partnering with Procurement When Choosing a Background Screening Platform

If you ever have had the opportunity to work on an RFP (Request for Proposal) or take part in a “pitch” for a client, then you are familiar with the procurement department. Procurement represents many departments in a company, and it’s their job to ask financial questions and find out the value and benefits of using a new service or product. According to the Business Dictionary, procurement is “the act of obtaining or buying goods and services including preparation and processing of demand as well as the end receipt and approval of payment”. Procurement is involved in purchase planning, value analysis, financing, price negotiations, making the purchase and supply contract administration.

Budget Comes First

The first step in choosing a new background screening platform is setting a budget for the project. There are many reasons which could cause a company to require a new background screening platform including growing the employee base, increased global hiring, compliance considerations and improved candidate experience. As companies are beginning to evaluate the need for a new background screening platform and the possible increased costs that it will entail, HR professionals should make a wish list of which items will ultimately save their company money in the long-term and help make hiring and HR functions run more efficiently.

Involve Procurement from the Beginning

After a potential new background screening platform has been initially reviewed by a member of the HR team, it is then time to pull the procurement, finance and IT teams into the process. Input from all of these groups is important when implementing and integrating a new platform with current ATS, HRIS and payroll systems. After the initial call with the background screening sales representative, the prospective new buyer needs to make sure that all stakeholders are on the call (or in the room for a face-to-face meeting) for the rest of the buying process. Once the decision-making process has been started, the procurement team will coordinate the decisions makers and background screening company representatives and create a timeline for the purchase and the integration of the new platform.

Sell the Value

The final decision makers, be it on the HR or procurement team, need to continue to sell the value of the new background screening platform to the CEO and CFO. They need to provide information about how a new platform will help the company in the long run by integrating HRIS and ATS programs and improving HR and candidate workflow. Some of the benefits to keep in mind through the sales and budgeting process are:

  • A background screening and onboarding platform must create a centralized ecosystem where a company can bring together screening and onboarding solutions under one unified hub. With all data in one place, a company can order background screens and run enhanced reporting with real-time results.
  • An integrated platform empowers the HR team members to focus on their tasks and responsibilities in a more efficient manner.
  • A background screening and onboarding solutions provide a seamless, consistent candidate experience. Having a simple, pain-free hiring experience will keep new employees engaged and at a company longer.

Focus on the Needs of the Company

As companies evaluate a new background screening and onboarding platform, there is a lot to consider. From the simplicity of the platform to candidate experience, it’s important to think through all of the features and functionality that are needed before making the final decision. When comparing platforms, the focus should also be on the needs of the company. By selecting the right platform the first time around, you will improve your efficiency, decrease cost and align your team around a centralized mission and be able to focus on recruiting and hiring the best person for your business. To get more details about each of the questions to ask when choosing a background screening how that relates to a business’s bottom line, download our new eBook, The Ingredients of the Perfect Background Screening Platform.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.