In today’s competitive labor market, the real challenge is not always finding the “right” candidate, it’s ensuring that the person you’re hiring does not pose any undue risks to your organization, clients, or employees. How can employers be sure that the candidate is who they claim to be? Enter background checks, or, more broadly, background screening when referring to the multitude and process of conducting background checks.
But background checks aren’t as straightforward as they once seemed. As regulatory landscapes shift, digital privacy expectations grow, and remote hiring becomes the norm, HR professionals and business leaders are realizing that the old “check-the-box” approach no longer cuts it. Employers often assume background checks are standardized commodities. They’re not. What you ask for, how you ask for it, and what you do with the results can vary widely—and carry serious consequences.
Why Background Checks Matter More Than Ever
Pre-employment background checks (PBCs) serve as a foundational tool for verifying criminal records, identity, credentials, and employment history. But in today’s evolving hiring environment, they’ve taken on a much more strategic role. A comprehensive literature review by Khan and colleagues (2024) stresses that PBCs are not just regulatory necessities—they are critical instruments for risk mitigation and workforce planning. Yet, the review also notes that the field remains under-researched and lacks standardization across industries (Khan et al., 2024).
That inconsistency has real consequences. According to Bianca Lager of IQubed Advisors, the first quarter of 2025 revealed a “shrinking middle” in the background screening industry—with smaller firms closing and large providers gaining even more control (Lager, 2025b). As consolidation increases, HR leaders must pay close attention to the scope, accuracy, and methodology behind the checks they rely on. What seems like a standard background report often hides significant variability.
In her 2022 SHRM article, Attorney Lisa Nagele-Piazza, reinforces that view, emphasizing that employers must prioritize compliance with the Fair Credit Reporting Act (FCRA), implement consistent policies across similar roles, and ensure they properly follow adverse action protocols (Nagele-Piazza, 2022). The margin for error is shrinking—legally, reputationally, and operationally.
Toward Smarter, More Strategic Screening
The modern background check must be comprehensive, customized, and compliant. ARCpoint Labs’ Total Reportingplatform reflects this approach, integrating tools like federal, state, and county-level criminal searches, MVR checks, professional license verification, and ongoing monitoring. It’s not just about checking a record, it’s about understanding a person’s professional story and risk profile.
Automation and remote verification tools can greatly reduce time and cost while enhancing accuracy (Lager, 2025a)—especially for high-volume industries like staffing, retail, and healthcare. These tools also help reduce human error and support remote I-9 compliance processes, which remain under scrutiny in the wake of shifting federal policies.
But technology alone isn’t the answer. Employers must train HR teams, develop clear policies, and validate their processes regularly. As Khan and colleagues (2024) note, screening should be viewed as a dynamic, ethical responsibility—not a static compliance task.
Learn Insights from an Industry Insider
Feeling slightly, moderately, or entirely concerned? You’re not alone. Fortunately, help is available. On Thursday, June 26th, 2025 from 1:00 PM to 2:00 PM ET, ARCpoint Labs is proud to feature Kevin Bachman, partner at IQubed Advisors and host of the podcast Background Check Radio. In this 1-hour exclusive “fireside chat,” Kevin will pull back the curtain on how screeners tweak their services, hide costs, and sometimes put companies at risk. Attendees will learn how to:
- Describe the key components of the background screening process and how they differ across providers.
- Discuss how certain screening requests can inadvertently increase risk, liability, or compromise workplace safety.
- Evaluate screening products to determine which align best with business needs.
- Explain the behind-the-scenes practices that screeners use to reduce cost and speed up turnaround time.
Bachman will share examples of how employers have been caught off guard by incomplete or inaccurate reports, and how they could have avoided them with clearer policies and better vendor communication. The webinar will be a fireside-style conversation focused on sharing real-world insights and candid reflections on what’s working and what’s not in today’s screening environment. As part of ARCpoint Labs’ “Thrive in 2025” webinar series, this live Q&A discussion offers insider insights that every HR leader and business owner needs to hear before making their next screening decision.
Join the Conversation
Background screening in 2025 is as much about strategy as it is about safety. Employers who understand the nuances, commit to compliance, and partner with credible providers will be better positioned to protect their people and strengthen their brand.
Join ARCpoint Labs and Kevin Bachman on June 26th for a live Q&A session designed for HR professionals, hiring managers, compliance leaders, and decision-makers who want to take screening seriously.
The webinar is pre-approved for 1.0 Professional Development Credit through SHRM and 1.0 Recertification Credit (RC) through HRCI, and registration is completely free.
Final Thoughts: Your Trusted Partner in Workforce Wellbeing
In today’s rapidly evolving workplace, prioritizing worker wellbeing isn’t just about compliance—it’s a strategic investment in your people and your company’s performance. It’s about building a culture that attracts, retains, and empowers happy and healthy people. Whether you’re revisiting your policies, re-evaluating your EAP, or strengthening your leadership training program, remember this: You are not alone. ARCpoint is here as a trusted partner to help you navigate your organization toward health, compliance, and long-term sustainability.
Let the month of May be more than a calendar event… let it be a catalyst for meaningful, lasting change in your organization.
References
ARCpoint Labs. (n.d.). Background screening. https://www.arcpointlabs.com/background-screening/
Khan, H. M. N., Hosain, M. S., & Imam, H. (2024). Pre-employment background check: A review and research agenda. Journal of Business Sectors, 2(2), 31–39. https://doi.org/10.62222/AXPC9543
Lager, B. (2025a). Streamlining I-9 compliance amid Trump-era policies: How automation & remote verification save time & costs. IQubed Advisors. https://www.iqubedadvisors.com/blog/streamlining-i-9-compliance-amid-trump-era-policies-how-automation-remote-verification-save-time-costs/
Lager, B. (2025b). The state of the background screening industry: Insights from IQubed Advisors’ latest webinar. IQubed Advisors. https://www.iqubedadvisors.com/blog/q1-2025-pulse-check/
Nagele-Piazza, L. (2022). 6 tips for employers on conducting background checks. SHRM. https://www.shrm.org/topics-tools/employment-law-compliance/6-tips-employers-conducting-background-checks