Here, we delve into the implications of policy-wide filters that may obscure reportable hits, particularly convictions, and explore how Turn Technologies employs a superior algorithm to enhance the accuracy of its background checks without sacrificing efficiency.
Many background screening companies have implemented policies that prioritize speed and cost over thoroughness, effectively implementing filters that narrow reportability or lookback periods. While these practices can improve TAT and lower costs, they also pose significant risks. When employers rely on reports that omit crucial convictions due to overly generic filters, they not only jeopardize their hiring decisions but also potentially expose their organizations to legal and security vulnerabilities.
For example, a report by the U.S. Government Accountability Office (2015) highlights how private background companies often conduct name-based checks, which are prone to errors, such as false positives and negatives due to common names. This situation mirrors findings from research that show significant inaccuracies in private-sector criminal records, with over 60% of participants encountering false positives and a staggering 90% experiencing false negatives.
Moreover, federal mandates like the Fair Credit Reporting Act (FCRA) require Consumer Reporting Agencies (CRAs) to follow “reasonable procedures to assure maximum possible accuracy”. However, the reality is that many CRAs prioritize rapid outputs, leading to adverse employment decisions based on faulty data.
At Turn Technologies, we recognize that our clients deserve not only swift turnaround times but also the confidence that they are making decisions based on accurate, comprehensive reports. Our advanced algorithm ensures that when a background check is conducted, we minimize errors while adhering to rigorous accuracy standards. Through the use of multiple data points and sources, our screening process is designed to deliver results that include crucial, timely information about a candidate’s history.
In challenging environments, such as those dealing with significant court delays, many CRAs struggle to maintain TAT without sacrificing data integrity. However, Turn Technologies has developed strategies to navigate these delays as effectively as possible, ensuring that our clients receive prompt reports that still meet or exceed compliance requirements.
With 94% of employers conducting background checks as part of their hiring process, the stakes for accuracy and efficiency have never been higher. Turn Technologies has been at the forefront of driving change within the industry by leveraging cutting-edge technology and data analytics.
Recent statistics reinforce the necessity for companies to utilize accurate background checks. Industry reports highlight that while 83% of employers cite quality and accuracy as their top concern, 58% prioritize speed and 54% prioritize cost. This disconnect can lead to preventable legal consequences and poor hiring decisions. By employing our innovative solutions, companies mitigate the risks that arise from inaccurate data and instead embrace informed hiring practices.
As the background screening industry evolves, it is crucial for employers to understand the implications of cost-cutting measures that can compromise report accuracy. At Turn Technologies, we stand committed to ensuring that our background checks strike the perfect balance between turnaround time and accuracy. Our advanced algorithms exemplify our understanding of the dangers posed by inadequate screening practices while delivering the reliable and comprehensive reports that employers can trust.
In a business landscape where hiring decisions bear significant consequences, choose accuracy, efficiency, and integrity. With Turn, you gain a partner that puts your best interest first, safeguarding both your organization and your reputation.
By prioritizing both accuracy and TAT, we empower employers to make informed decisions and create safe, compliant workplaces.
Talk with our experts to uncover hidden inefficiencies and find faster, more effective ways to screen top talent.
Disclaimer: Turn’s Blog does not provide legal advice, guidance, or counsel. Companies should consult their own legal counsel to address their compliance responsibilities under the FCRA and applicable state and local laws. Turn explicitly disclaims any warranties or assumes responsibility for damages associated with or arising out of the provided information.
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