Whether you are an employer looking to do background checking for the first time or already have a comprehensive screening program in place, this report can help you by providing a consolidated view into how other organizations are approaching their employment screening programs today.
IRVINE, Calif. (PRWEB) May 21, 2008
The top reasons for performing employment background and drug screening today are to mitigate risk, improve the quality of hire, promote workplace safety and meet regulatory compliance requirements. Extended workforces, including consultants, contract labor, temporary and vendor personnel, are screened one-third as often as the permanent, full-time workforce, resulting in increased risk for firms that utilize contingent labor. More than half of all respondents indicated they currently use or plan to use a screening solution integrated with their applicant tracking or talent management solution. Just over a third of all respondents indicated their organization conducts background checks internationally in some form. More than half of organizations who responded utilize the U.S. Department of Homeland Security's E-Verify employment eligibility program or are evaluating its usage. Job applicants are five times more likely to be screened than current employees, highlighting the existing employee risk that may exist at many companies. The HireRight Background Screening Benchmarking Survey was conducted to provide human resources and security professionals with relevant information they can use to compare their employment screening practices with their peers. The information helps organizations identify strengths and weaknesses and improve their employment screening processes and programs. Hundreds of individuals from organizations of many sizes and industries, doing business in many regions around the world, participated in the HireRight 2008 Background Screening Benchmarking Survey.
"We believe the 2008 HireRight Background Screening Benchmarking Report is a valuable tool organizations can use to assess their own screening programs in the context of the practices of their peers," said Rob Pickell, vice president of marketing and product management, HireRight, Inc. "Whether you are an employer looking to do background checking for the first time or already have a comprehensive screening program in place, this report can help you by providing a consolidated view into how other organizations are approaching their employment screening programs today."
The 2008 HireRight Background Screening Benchmarking Survey was conducted between January and March 2008, using an electronic questionnaire that respondents completed online. Dozens of questions were included to gather information on topics such as screening programs and their management, organizational strategic and tactical plans, and common screening policies and practices. Invitations to participate in the HireRight Background Screening Benchmarking Survey were distributed via e-mail and results were combined and reported anonymously. Participants included individuals from organizations that perform employment background screening today, ranging from large businesses with more than 25,000 employees to small businesses with less than 100 employees.
HireRight is a leading provider of on-demand employment background and drug screening solutions that help employers efficiently implement, manage and control screening programs. Many companies, including more than 65 of the Fortune 500, trust HireRight because the company delivers customer-focused solutions that provide greater efficiency and faster results. HireRight also provides pre-integrated employment screening services through enterprise e-recruiting solutions from top providers such as Oracle/PeopleSoft, Taleo, Vurv, ADP/VirtualEdge and PeopleAdmin. HireRight's worldwide headquarters are located in Irvine, California with offices and affiliates around the globe. For more information, visit the company's web site at http://www.hireright.com.
Safe Harbor Statement under the Private Securities Litigation Reform Act of 1995: All statements included or incorporated by reference in this release may contain forward-looking statements based on our current expectations, estimates and projections about our industry, management's beliefs, and certain assumptions made by us. Words such as "anticipates," "expects," "intends," "plans," "believes," "seeks," "estimates," "may," "will" and variations of these words or similar expressions are intended to identify forward-looking statements. These statements include, but are not limited to, any statements or implications contained herein regarding the usefulness or value of the 2008 HireRight Background Screening Benchmarking Survey as an indicator of the types or amounts of screening to perform. Such statements speak only as of the date hereof and are subject to change. We undertake no obligation to revise or update publicly any forward-looking statements for any reason. These statements and implications are not guarantees of future performance and are subject to certain risks, uncertainties and assumptions that are difficult to predict. Therefore, our actual results could differ materially and adversely from those expressed or implied in any forward-looking statements as a result of various factors. Important factors that may cause such a difference include, but are not limited to the failure of the survey to indicate the appropriate level of screening for an organization to perform. Further information on HireRight, Inc., including additional risk factors that may affect our forward-looking statements, is contained in our Annual Report on Form 10-K for our fiscal year ended December 31, 2007, and in our other SEC filings that are available through the SEC's website (http://www.sec.gov).
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