Fast or Forgotten: Speeding Up Background Checks Is HR’s New Competitive Edge

What's going on y'all? It's Daniel Litwin, the voice of B2B. We're here at the MarketScale Media booth at HR Southwest twenty twenty five. We're joined by David, coolest suit in the whole venue. Swag off the charts. He's with RapidHire Solutions. And David and I are gonna talk shop here a little bit on some of the evolving pressure on HR teams to hire right and some of the solutions that Help make that process smoother, more effective and safer. So I thought you were gonna ask me about how to get a swanky tailored suit for base That's happening off script because I gatekeep that information. I'm not sharing out there. Yeah. Yeah. I'll give you my secret lately. Thank you. But, yeah, man, thank you for joining us. And so tell me, boilerplate, what does RapidHire Solutions do? Well, we're a background check and pre employment screening company. Okay. It's one of fastest in the industry. Nice. It's got an average turnaround time of eight Ours. Our goal is to help our clients make same day staffing decisions. Wow. So tell me a little bit about those pressure points. What kind of pressure are HR pros facing today to fill roles quickly. There's no sugarcoating it. I mean, we're in a difficult market right now. Overall hiring is down about four point eight percent from what it was this time last year. And that means that when we've got a seat to fill, we're losing productivity. We need a skill set. We need people in there. The whole recruiting process is really complicated as well. The main barrier to getting them seated quickly is usually the background check. So you make them the offer and you're like, yeah. I mean, we're all falling in love and they and they love you and and okay. So so they they sign the offer. They send the background check authorization, ask You've gotta run a background check, and then you're competing with them and everyone else that they're in the market with as to who's going to get the background check back fastest. By being able to shortcut that process, without taking shortcuts. Yeah. Then you can reduce that that wait time. Are there more stringent requirements? Employers are looking for certain things and background checks or maybe less stringent? Are people a little more flexible about, well, you have this background, but we're gonna give them another shot. I mean, like, how's that meta changing today? A federal level, the rules haven't changed much for a long time. Yep. But at a locality level, at a state level, that's where we noticed that there's a lot of change names. So we've built a tool that will handle those sorts of locality issues. The platform itself will be able to manage those specific problems. Gotcha. Thereby our clients have got the assurance that we are following everything in accordance with the law and making sure that they are compliant with all HR law. Yeah. Tell us a little bit more about the kind of impact that your kind of solution has, not just around the bare minimum of can we get a background check back faster? Right. How do those things ripple out into other operations? Sure. Across the company? So, you know, if we've got like a minimum standard, everyone's gone through a FCRA compliant search. Their criminal history has met the company's policies, asked the drug screen, done the employment verifications, all that side of things, it means that everybody is on the same page. It's not just for the fact that the employee that you're hiring has gone through all of that rigorous background check, but everybody knows that the same rules apply to everyone. Hi. There's no discrimination. Right. There's no bias. So I wanted to get your pulse check as someone who provides resources and services and solutions to the HR ecosystem. What kind of strategies or methodologies or even attitude towards work are you seeing from the people that are really succeeding in HR today versus the ones that are just checking the boxes? Daniel, that's a really deep question. For me, the difference between a good versus great HR manager is someone who has got the relationships with the people that they need in the company, a love for those people, a discipline, and a focus and attention to detail. Yeah. A good HR player is someone that's got all of those skills. And can focus on one or another or call each one as appropriate. Yeah, yeah. All right, David, thank you so much for your time today. If folks wanna learn more about your company, your solutions, or they want to maybe even just tap you for your thought leadership, how can they get in touch? Absolutely. Easiest place to find me is, well, let's say LinkedIn. Look out there, David Keller. Check us out online, rapidhiresolutions dot com.