In today’s competitive hiring environment, speed is everything. Organizations are under constant pressure to move candidates through the hiring process quickly, and background screening is often expected to keep pace. But in the race to reduce turnaround time (TAT), an important question is often overlooked: what is the true cost of speed?

The Push for Faster Results

Delays can mean losing top candidates, disrupting business operations, or increasing costs. As a result, organizations frequently prioritize vendors and processes that promise rapid turnaround times–sometimes measured in hours instead of days. While faster screening can improve efficiency and candidate experience, it creates an inherent tension: comprehensive and defensible screening takes time.

Where Quality Can Suffer

Not all background checks are created equal. High-quality screening involves:

  • Obtaining and verifying data directly from primary sources
  • Expertly navigating complex court systems with varying levels of digitization
  • Resolving discrepancies through manual reviews
  • Ensuring compliance with applicable laws and regulations

When speed becomes the primary objective, there’s a risk that:

  • Searches rely too heavily on incomplete or aggregated databases
  • Critical verifications are skipped or downgraded
  • Errors or false positives increase
  • Nuanced findings are not fully investigated
  • Quality control is missing

Finding the Right Balance

The goal isn’t to choose between speed and quality—it’s to strike the right balance based on risk tolerance and role sensitivity. Organizations should consider:

  • Risk-based screening tiers: Higher scrutiny for high-impact roles, streamlined checks for lower-risk positions
  • Transparency in TAT expectations: Understanding what drives timelines rather than defaulting to the fastest option
  • Vendor partnerships: Working with providers who prioritize accuracy and compliance, not just speed
  • Process optimization: Leveraging technology where appropriate, while preserving necessary human oversight

 

Disclaimer: This communication is for general informational purposes only and does not constitute legal advice. The summary provided in this alert does not, and cannot, cover in detail what employers need to know about the amendments to the Philadelphia Fair Chance Law or how to incorporate its requirements into their hiring process. No recipient should act or refrain from acting based on any information provided here without advice from a qualified attorney licensed in the applicable jurisdiction.