Sterling Helps Clinical Lab Offload TA Teams From Chasing Candidate Data

Our team suspected that there were inefficiencies occurring within BioReference Health’s integration. To confirm this, Sterling’s client success team worked side-by-side with the client and walked through each step of their hiring workflow, beginning with the submission of an application all the way through initiating and completing a background check.

During this collaborative process, our client success team was quickly able to uncover that the background check was pulling data directly from candidates’ job applications. How was this negatively impacting our client’s hiring process?

1. Missing Important Information: Candidate data collected from the client’s application may not seamlessly transfer over to their ATS due to the way questions are asked in the application. For example, the application could ask for the candidate’s date of birth, but a single digit in their birth year could be left out if this is an open-entry question. As a result, the client’s application might not have all the required data needed to initiate a background screening due to this missing information.

2. Inaccurate Candidate Data: Sterling knows that all too often, candidates don’t realize that the information they’re submitting in their application can also be used during their background check. This oversight can cause candidates to make accidental errors (e.g. using just their nickname instead of their full name).

Solution

To reduce the frequency of these inefficiencies and improve data quality, Sterling’s client success team provided the client with a clear, best-practice recommendation of having their candidates modify and review their required information prior to launching their background check via Sterling’s Candidate Hub. By giving candidates the opportunity to validate their information first instead of pulling directly from their application, the client would improve both the speed and quality of the background check.

Since life sciences organizations often have their own set of unique screening requirements, our team worked together with the client to identify all the required questions and documentation they needed for their candidates to submit through our Candidate Hub.

Four months since modifying their process, BioReference Health has achieved the following:

• Average order fulfillment time went down by a full business day.

• The number of manual outreaches to candidates decreased from 50% to 33%.

• Incomplete searches dropped by 42%.

• Turnaround times for employment and education verifications decreased by half a day.

As the Director of Talent Acquisition pointed out, having a true partnership with Sterling’s Healthcare and Life Sciences team enabled them to achieve their objective.