Things You Should Know When Creating an RFP for Employment Screening Services: Part 1

Jason Morris

So, you want to send your employment screening services out for bid! If done properly, this can do great things for your organization.  If done incorrectly it could pose a serious threat to the security of your company and cohesiveness of your hiring process.

Companies may go through a Request for Information (RFI) and/ or a Request for Proposal (RFP) process for several reasons.  Organizations handle this process in a variety of ways.  Some companies allow the Human Resource (HR) department to handle the process; others use a sourcing or procurement department.  In recent years we have also seen third parties handling this for a company or a group of companies.   No matter who creates the document, RFI’s and RFP’s are used to determine what is currently available in the marketplace and who might be best-suited to provide a particular subset of services.  In this multi-part series, we will focus on employment screening and how to write an RFP to evaluate and select the best Consumer Reporting Agency (CRA) to meet your needs.

As more and more companies understand the value of employment screening, they look to identify ways in which a CRA can bring “value” to their own organization.  We will be covering several topics on what you can do to ensure you are creating an RFP based upon relevant questions and processes that will help in your search for the right provider.   Some of this will require time and effort on your behalf to determine your own unique organizational needs.

This is a very daunting process; one that takes months to prepare for and months to complete.  This series is not a manual on how to write an RFP, the National Association for Professional Background Screeners (NAPBS) has already done that.  Download this great resource by clicking here!

This is more of a guide on how to approach the process, what to expect, and how to determine who is the best fit for your organization.  The following steps are by no means all inclusive, but will get you on your way to creating your RFP and developing your RFP Process.

  • First and foremost you must concentrate on defining the needs of your business.The starting point in creating an RFP is to ask what specific  services  you are interested  in utilizing?  Defining the needs of your business will help you determine relevant questions for your organization.  Identifying responsibilities for each position you fill is the best place to start. Once the needs are defined, the next part of the process is to come up with relevant questions to ask.
  • Do a Quality Test. Doing a test of the services you intend to purchase is paramount in making an informed decision.  Selecting a vendor without testing them is like buying a car without driving it first.  A quality test can be done in several ways. Since testing multiple vendors against each other is not advised, there are a few good ways to do this.  The most popular and effective would be to test your vendor against known results.  Take a few reports that have already been completed by your current vendor and re-submit them to your new vendor.  This can be an effective way to gauge Quality, Turnaround Time, Price and Accuracy.

Next up: Part 2 

Written by John Sferry, Director of Business Development and Jason Morris, President and COO of EmployeeScreenIQ.

Founded in 1999, EmployeeScreenIQis a Cleveland, Ohio-based employment screening company offering a variety of employment screening services to mid- and large-cap organizations throughout the world, including those in North and South America, Europe and East Asia. For more information visit

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Jason Morris

President & Chief Operating Officer at EmployeeScreenIQ
A veteran screening and risk management professional, Jason Morris founded EmployeeScreenIQ in 1999 and acts as the company’s chief operating officer and president. Morris is a frequent speaker delivering captivating, interactive discussions on background checks, global screening, recruitment and staffing. He educates audiences in best practice initiatives as they relate to organizational employment screening programs. Morris has been quoted in numerous business and industry publications including The Wall Street Journal,, USA Today, New York Times, among others. He is also a licensed private investigator in the states of Ohio, Illinois, New Jersey, Texas, Arizona and Nevada.
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