Also, they must obtain written consent and give applicants an opportunity to correct any information before it is used as a basis to not hire. Fourth, there is another privacy issue to consider. In terms of the kind of corporate culture most hospitals wish to establish, it raises concerns for employees to know that other hospital staff have conducted extensive investigations into their backgrounds. Job applicants understand that background screening is a necessary business practice, but many feel better if others in the same organization are not doing the investigation. There are scores of companies that offer similar employment prescreening services.
Some cautionary advice is in order when comparing competitor firms.
A hospital should look for a professional partner, and not just an information vender selling data at the lowest price. Administrators should apply the same criteria they use in selecting any other provider of critical professional services. For example, if a hospital were choosing a law firm, it would be important to know that the law firm is competent, experienced, knowledgeable and reputable as well as reasonably priced. These same criteria are applicable when selecting a background-screening partner. Performance guarantee in writing.