The complexity of pre-employment screening and the associated technologies that drive it have changed radically during the past decade. However, the problem is that the largest providers and the investment engines, such as private equity who backed them in the first round of development and the second round of adaptation, have not been persuaded or incented to make new rounds of investments in rebuilding legacy systems.
At best, this situation represents a missed opportunity. At worst, it risks a world in which employers will suffer declining compliance and worsening performance. As is often the case, these legacy provider platforms and practices present the most significant obstacle
Instead, we need a profound rethinking of the market’s arrangements and expectations. To equip today’s employers with the speed and scale necessary to renovate and invigorate hiring background screening technological systems, providers need more than an investment engine.
So, how can this be accomplished?