10 Questions to Ask Before Hiring a Background Screening Provider

When you're hiring employees, onboarding contractors, or screening tenants, choosing the right background screening provider isn’t just a formality—it’s a critical decision that can impact the safety, compliance, and efficiency of your organization.

Yet, many companies treat background checks like a checkbox. They sign up with a provider based on price alone, or because “that’s who we’ve always used.” But if you really want to reduce risk and improve your hiring process, it’s time to dig deeper.

Think of it this way: would you hire someone without interviewing them?
Then why not interview your Consumer Reporting Agency (CRA)?

Here are ten essential questions to ask before you partner with a background screening provider—and why the answers matter.

1. What platform and technology powers your service?

A reliable CRA should run on a modern, secure platform that’s easy to use—for you and your candidates. You’ll want to know:

• Is the platform cloud-based and mobile-friendly?
• Can I track the status of reports in real time?
• Are workflows automated for faster processing and fewer errors?

Outdated systems create bottlenecks and frustration. A smart, flexible platform is the foundation of everything that follows.

2. Do you integrate with my HR software or applicant tracking system?

This is one of the most important—and overlooked—questions. Your background screening process should fit naturally into your hiring workflow. That means your CRA must integrate directly with your HRIS or ATS, whether it’s Workday, BambooHR, Greenhouse, or another platform.

If they don’t integrate, you’re stuck with manual steps, extra logins, and more room for error. Seamless integration saves time, improves accuracy, and speeds up your time-to-hire.

3. What types of screening services do you offer?

Hiring needs evolve. Your CRA should be able to support a wide range of screening types, including:

• Criminal history at all levels (county, state, federal, national)
• Employment and education verifications
• Professional license checks
• MVR and driving history
• Drug testing
• Sanctions and watchlists (FACIS, OIG, SAM)
• Tenant screening
• International checks

Even if you don’t need everything now, it’s smart to partner with a provider who can grow with you.

4. Where does your data come from—and how is it verified?

Data accuracy is everything. Some background check companies rely on outdated databases that haven’t been refreshed in months. Others cut corners with low-quality data sources.

Ask your CRA:

• Do you go direct-to-source when needed?
• How often is your data updated?
• How do you handle discrepancies or disputes?

Your reputation—and legal liability—depends on the quality of the data in every report.

5. What’s your average turnaround time?

Delays in background checks can cost you top talent. Ask for specific metrics:

• What’s the average time to complete a criminal background check?
• How long do employment and education verifications usually take?
• Do you offer expedited or same-day services?

Speed without accuracy is dangerous. But speed with accountability is a competitive advantage.

6. Can I customize screening packages by role or industry?

One-size-fits-all doesn’t work in today’s compliance-heavy world. A good CRA should let you build custom packages based on:

• Job type or risk level
• Industry regulations (e.g., healthcare, finance, transportation)
• Geographic requirements
• Your own hiring criteria or pass/fail logic

Custom screening packages make it easier to stay compliant and consistent—without overpaying for services you don’t need.

7. How do you ensure compliance with state and federal laws?

Your CRA should be an expert in compliance—not just a vendor. Look for providers who are:

• FCRA-compliant
• PBSA members (Professional Background Screening Association)
• Equipped with tools for electronic disclosures, consent forms, and adverse action workflows
• Proactive in staying current with ever-changing laws across states

Compliance should be built into the software—and backed by people who know what they’re doing.

8. What kind of support and service do you provide?

Even with great technology, you’ll eventually need help. Ask:

• Do we have a dedicated account manager?
• Is your support team U.S.-based and FCRA-trained?
• What’s your typical response time?

You want a real partner—someone who understands your industry, answers the phone when you call, and helps you resolve issues quickly.

9. How do you manage workloads and researchers behind the scenes?

Ever wonder what happens after you click “submit”? In high-quality CRAs, background checks are routed to specific researchers based on their:

• Expertise (e.g., healthcare, DOT, education)
• Workload balancing
• Regional knowledge

This type of smart workflow ensures accuracy and consistency—and it’s what separates the pros from the paper-pushers.

10. Do you offer reporting or dashboards to track performance?

Transparency matters. You should have access to:

• Turnaround time metrics
• Volume and report status dashboards
• Compliance audit trails
• User activity and case completion rates

The more insight you have into your background screening activity, the easier it is to improve your internal processes and stay audit-ready.

Final Thought: You're Not Just Buying Reports—You're Building Trust

Background screening isn't just about checking a box. It’s about protecting your people, your brand, and your bottom line.

So don’t treat your CRA like a vendor. Treat them like a partner. Ask the tough questions. Expect more than just “basic checks.” And if they can’t deliver on these ten essentials, it might be time to look for someone who can.

At SimpliVerified, we’re proud to build screening solutions around your workflow, your values, and your future. Let’s talk about what matters most to you—and how we can help.