Anyone working in the industry knows that integrations, while essential, are sometimes a lot of trouble.  Integrating two systems that are not in a compatible “language” can take much longer and cost exponentially more than if the two systems were in a universal code.   Thus, an integration tool kit written in HR-XML is a must have in the present day background screening industry.  These tool kits eliminate overhead and delays associated with integration planning.  What’s more, if the tool kit is written according to the HR-XML Consortium’s background checking standard, users can expect seamless integrations with HR systems, including HRMS, applicant tracking, talent management software, and much more.  The end user benefits with lower prices from the background screening provider. 

So, you’ve made the decision to bring your screening company into the online world and now you’re faced with the next big objective; selecting a “solution provider”. As I’m sure you are aware, the background check industry now offers a good bit of choice with regards to background check “software”. And, we all know that in a capitalist market more competition drives down price for consumers; which indeed proves to be true in our industry. However, the buck certainly doesn’t stop here. With the recent explosion of newly formed solution providers entering our industry, a value proposition based solely on price will only go so far…just like the age old saying, “you get what you pay for”. It is with this single cliché that many screening companies find themselves 6 months down the road, once again, shopping for a new solution provider.

One of the most significant developments in the background check and pre-employment screening industry in recent years is the passing of I-9 data verification laws in Arizona, Colorado, Georgia, and Oklahoma.  Georgia and Colorado’s laws are already in effect; Oklahoma’s law began phasing in on November 1, 2007; and Arizona is the most recent state to pass an I-9 verification law which takes effect January 1, 2008.   There is currently a federal law for I-9 verification, but it is strictly voluntary…for now.  Many leaders in the industry see compliance with this law becoming mandatory in the coming years as more and more states take it upon themselves to enact similar laws.  One of the biggest benefits of the I-9 verification for employers is that it ensures that the prospective employee complies with current federal employment and immigration laws by verifying that they are authorized to work in the US.  For now, an I-9 may only be run after the prospective employee has accepted an offer of employment and has completed the I-9 form.  Since immigration laws are currently a hot button issue and will surely be debated in the coming presidential election, forerunners in the background check and pre-employment screening industry can look forward to modifications and changes to be made to existing guidelines for I-9 verification.