Sterling Helps Clinical Lab Offload TA Teams From Chasing Candidate Data
Problem: BioReference Laboratories was spending too much time reaching out to candidates for missing or inaccurate information.
Action: Sterling’s client success team worked side-by-side with the BioReference Laboratories to identify where inefficiencies were occurring.
Outcome: After modifying BioReference Laboratories hiring process, the client reduced the rate of incomplete searches and improved their verification turnaround times.
Since 2015, Sterling has worked closely with BioReference Laboratories, a large-full service laboratory operating 10 locations nationwide. When they first came to Sterling, their most urgent need was to develop a robust background screening program to achieve their talent acquisition goals. After developing a program which follows proper hiring compliance guidelines, BioReference Laboratories has seen a positive difference in the quality of its new hires, also noticing that their candidates are now more engaged, showing more interest in wanting to work for the company.
Sterling’s Healthcare and Life Sciences client success team provides continual support to strengthen and optimize our client’s background screening programs based on their growing needs. Recently this client was starting to spend more time than usual reaching out to their candidates during the background screening for missing or inaccurate information (such as their date of birth, social security number, or their employment history). Not only did this result in slower turnaround times for the client, but it also contributed to a poor candidate experience that could unintentionally cause a candidate to drop out of the hiring process.
Sterling took this opportunity to explore BioReference Laboratories’ current process to see exactly where and how improvements could be made.Streamlining this critical part of the hiring process did more than just improve BioReference Laboratories’ turnaround times and data accuracy. These improvements also gave our client valuable time back in their day-to-day responsibilities by reducing the administrative burden that came with their previous process.
Our team suspected that there were inefficiencies occurring within BioReference Laboratories’ 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?
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.
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).
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 Laboratories 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.
Streamlining this critical part of the hiring process did more than just improve BioReference Laboratories’ turnaround times and data accuracy. These improvements also gave our client valuable time back in their day-to-day responsibilities by reducing the administrative burden that came with their previous process.
Interested in learning how other Sterling customers improved their hiring workflows and processes?SEE MORE STORIES
Get Started with Sterling
Have questions or want to chat background screening challenges and solutions? We’ve got you covered. Click the option that best describes you.
Job candidate? Click here