In a labor market where countless employers are struggling to find the workers, they need, creating a positive experience for applicants and job candidates is crucial. One area in which research indicates employers can improve is in how they communicate the background screening process, particularly to minority candidates. This is one of the final stages in most employers’ hiring process, and losing candidates at this point can be a considerable waste of resources and effort.

The importance of candidate experience has been affirmed by a study by PwC, which found that 49% of job seekers have reported turning down a job offer due to a poor candidate experience.

One key component of creating a positive candidate experience is communication, and according to a survey of jobseekers performed by HRO Today on more than 500 candidates, only 51.7% of candidates felt that the background screening process was transparent and easy to understand, and for many candidates, this part of the process is often the least understood component.

Further, this research indicated that updates during the screening process could use further work as well. According to candidates, only 46.3% felt that they were kept fully updated, 41% felt they were kept partially updated, and 12.7% did not feel they were updated at all. If a candidate is left uncertain where they stand during the screening process, then they are far more likely to consider other options, particularly in such a competitive market.

Notably, participants had a vastly different perception of the length of time the screening process took based on age. As age increased, so did the candidates’ perception of how long the process took. For those between 18 to 24 years of age, it took 1.98 days to complete the screening process; however, for those 55 years or older, it took 3.45 days. The screening process did not vary significantly by race, though Black candidates did report the shortest time to complete when compared with other race segments.

However, candidates’ beliefs in whether the background screening process adversely impacted their candidacy did vary considerably based on race. Of White candidates, only 20.2% believed the results of screening adversely impacted them, whereas 28.6% of Asian candidates, 39.4% of Black candidates, and 44% of Hispanic or Latino candidates believed screening had an adverse impact.

However, candidates did overwhelmingly feel that the process was fair. 81.9% of candidates reported feeling the process was fair with little difference based on race. 

When asked for suggestions on how to improve the process, approximately a third of candidates believed improved speed, better communication, and more updates on the status of the process could improve the candidate experience. Learn More

Though this report shows that candidates are overwhelmingly satisfied with the background screening procedure some improvements are needed. Most importantly communication about how the screening is performed and its current status. This is particularly important for minority candidates who report a higher degree of adverse outcomes based on the report.

Protect the privacy of your communications with Pre-employ’s fair chance hiring resources. To learn more, download our free guide on 5 Tips To Avoid FCRA Non-Compliance.

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