### What you pay for in recruitment

Selecting a new employee is a complicated, and often lengthy, process. It costs time, effort, and money.

**What are all the costs to the employer?**

- Recruitment team (internal HR)
- External agency
- Advertising and marketing
- Non-HR staff time and capacity
- Verification of candidates and their professional history

If we add it all up, **we arrive at an amount of several tens of thousands even for ordinary positions.** This is even if any of these elements are missing from the recruitment process. Like an external agency or, heaven forbid, a background check.

### Internal background check is expensive

The [importance of a background check](https://scaut.com/en/blog/everything-begins-and-ends-with-employees) and what [the consequences of not vetting new employees](https://scaut.com/en/blog/the-employee-is-stealing-whose-fault-is-that) the consequences, we've already said something.

However, there are pitfalls to internal candidate vetting. It is often inefficient, expensive, and inaccurate. Onboarding can significantly slow down the process and, as a result, make it more expensive. And nobody wants that, and a hundred grand is a lot of money.

**Why is the self-verification of applicants expensive and complicated?** For several reasons:

- Lack of practical experience and knowledge on the part of in-house staff
- Little experience in assessing information and documents
- Necessary access to several paid databases that the average employer will use perhaps only a few times a year
- Lack of a technical solution to quickly obtain and evaluate information
- Little capacity, internal staff have to do this in addition to their other work 
- More frequent errors, leading to the need to introduce additional controls

### If it doesn't work, we won't use it

Nobody enjoys a lengthy and complicated process, the results of which are not 100%. And if employees don't enjoy it and don't see the benefit, they won't do it at all, or at least not properly. And the process will get worse and worse...

What's next?

**Recruiters will be thinking about how to improve candidate screening.** They will hire external consultants to advise them and prepare presentations with suggestions for management. Employees who have worked well in the organization for many years will hardly see their HR. And their issues, problems, and questions will be dealt with belatedly.

Similar unfortunate consequences arise when **the responsibility for background checks of new employees is entrusted to other departments.** If, for example, an organization has a fraud prevention team, then it is suggested that the agenda of applicant vetting should be added to that team. **Unless capacity and resources are added along with it, which is certainly not automatic**, the risk of an external attack on the assets of the organization or its client's increases. 

### 6 reasons why background check as a service is better

What about it? **How to perform a background check quickly and with outputs that are easy to use?**

Use the services of those who specialize in employee background checks. Those who offer **background checks as a service** that you simply buy. Such as SCAUT.

Will an external service work better than internal candidate verification? On the contrary, will it be more of a burden because the service will be complicated, expensive, and untrustworthy and provide complex outputs that no one inside the company will understand?

Yes, **background check as a service is better**. Background checks on job applicants conducted by a specialist contractor can be more efficient, faster, and simply a better solution than a complicated and inefficient in-house process.

**An external candidate verification service is better for the following 6 reasons:**

1. She's fast: Employees can be verified in a few hours, in complicated cases in a matter of days.
2. It's simple: a few clicks are all it takes to verify an applicant, no long paperwork or internet searches.
3. It is reliable: Companies with a long track record of vetting candidates know what to check, what to look for, and don't make mistakes.
4. It's up-to-date: The service is constantly evolving, responding quickly to new trends and threats, and engaging new data sources.
5. It is professional: The responsible background check service provider guarantees the accuracy and completeness of the results and compliance with all legal requirements; both are guaranteed by contract
6. It is easy to use: the output must be as simple as possible for internal HR and management. Semaphore, thumbs up, thumbs down, brief numerical rating. No long and unnecessary text. 

### And you save twice

Using an external job applicant verification service will help you save twice.

How's that?

**First: You'll make your recruitment process cheaper.**

Using a simple service will make your onboarding faster and more efficient. And therefore cheaper, because time is the key factor in onboarding. If you keep a quality candidate waiting for a long time because you are tediously verifying their education and experience from abroad, your competitors will often reach for them. And you're starting from scratch.

**And second: You reduce the risk of internal fraud, embezzlement, or other threats.**

A job applicant who lies to you during the hiring process may also lie about billing for a business trip. Or about what he was talking about with a competitor and why he downloaded a client database to a flash drive. If you don't expose the liar at the beginning, it can hurt a lot more later.


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