Timelines for background checks can vary from instantaneous to several days. But longer delays can happen, with negative consequences for both employers and candidates. In this article we explore the impacts of delays in background checks and summarise some of the reasons delays may take place.
Impacts of slow background checking
Perhaps the most obvious impact of lengthy background checking is candidate frustration. It can be difficult for a candidate to accept a delay or roadblock at this stage of the process, particularly when they have already jumped through several hoops and a job offer is finally within sight.
Top candidates with other offers on the table may decide to go elsewhere, meaning your organisation will have to settle for second-best. TalentLyft found that 63% of candidates have accepted another offer because they waited too long to hear about a preferred role.
If a candidate decides to take a job despite the unexpected delay, the experience may take some of the shine off their new role, and make them think that perhaps their new employer is inefficient or doesn’t put their employees first.
Lengthy background checks also push back the new hire’s start date, which affects both parties. The new hire may struggle with having a longer period without earning an income, while the employer will incur the costs that flow from having a position unfilled, such as lost revenue (outweighing payroll savings), critical project delays, poorer customer service quality and increased pressure on other staff who have to pick up the slack. Having unfilled positions can also lead to critical knowledge gaps or skills shortages that can only be filled with expensive consultants or contingency hires.
Six reasons why background checks are delayed
Below we share a summary of the top reasons why background checks are delayed.
- Attempting to conduct background checks without an experienced partner: The DIY-approach to background checking is achievable, but will inevitably take longer than working with an experienced background check provider. Internal talent acquisition teams may not have the systems needed and automated workflows set up to create efficiencies. Top background check providers will leverage technology to work at speed while also ensuring accuracy and prioritising the candidate experience.
Another issue faced by internal talent teams is a lack of resources, particularly in high-volume hiring situations. This can lead to bottlenecks occurring with individuals that will result in the abovementioned business costs and frustration for candidates.
- Referees not responding: Non-responsive referees can lead to significant delays in reference checking. The reasons may vary – perhaps they’ve missed the email or phone call or they’re experiencing a busy period at work, but usually it’s because they’re on leave. Candidates should ensure they factor in availability when choosing a referee rather than simply picking someone who will give them a great reference.
- Inaccuracies: Avoidable mistakes such as a misspelled name can turn a simple check into a lengthy process. The mistake has to be flagged, identified, clarified with the candidate, and the check conducted again. The same rule applies with official paperwork such as the National Police Check (NPC) application – thoughtlessly filling in a misleading statement in the “purpose field” will lead to the NPC being rejected.
- Mistruths: Lies can take time to uncover because the agencies involved are looking for something that doesn’t exist, such as the official copy of a falsified academic record. This will slow down the background checking process, but more importantly, a discovered lie will eliminate the candidate from consideration for the job.
- Self-service: Fielding status requests from candidates takes time and resources and can slow down the background checking process. Provide candidates with a self-service portal so they can upload relevant information and access real-time status updates. Make the process mobile friendly (and accessible 24/7) so candidates and referees can respond faster.
- Lack of automation and integration: Efficient background checking processes minimise or eliminate manual data entry wherever possible. This not only prevents human errors from creeping in, but slashes the time required to run the process. Examples of improvements include automated status updates and automated reporting. The same goes for information retrieval: without the right systems in place, employers can waste days attempting to validate information with authorities via phone or email.
Similarly, background checks are slowed down when systems do not “talk” to each other. These may be internal systems such as your ATS (Applicant Tracking System) or external such as a background checking service providers’ systems communicating with police, government, or academic institutions’ databases.
Similarly, background checks are slowed down when systems do not “talk” to each other. These may be internal systems such as your ATS (Applicant Tracking System) or external such as a background checking service providers’ systems communicating with police, government, or academic institutions’ databases.
