10 Questions to Ask Background Check Vendors

Choosing a background check vendor can feel overwhelming. When trying to find the best background check for employers, vendors will all assure you of speed, accuracy, and compliance. Though, the organizations that make the best choices are the ones that ask sharper questions and pay attention to how fully those questions are answered.

This guide is built to support you in the vendor evaluation process, offering clear and practical prompts along with examples of what to expect (and avoid), so you can move forward with confidence.

If several of these red flags sound familiar, your current background check vendor may not be keeping pace with compliance, technology, or candidate expectations, and that’s where Mitratech AssureHire can help.

Finding the Best Background Check for Employers

1️⃣ What background checks and data sources do you include by default, and what are optional add-ons? 

Imagine receiving a candidate report that looks thorough on the surface, yet key education records or international data are missing. By asking this question of potential vendors, you uncover the exact scope of their information pulls, making sure it matches your background screening policy and risk profile.

To go even deeper, request sample reports and scope matrices, and be cautious if the vendor is vague or unwilling to share.

Red flag to watch for: vague coverage descriptions or refusal to share sample reports

2️⃣ What’s your turnaround time per region, and how do you ensure speed without sacrificing quality? 

Think about the frustration you feel when an offer is delayed because a background check lingers in the system. Before committing to a new background check vendor, you need data on average turnaround times, broken down by country or region, along with escalation processes.

Avoid vendors who simply promise to be fast without evidence.

Red flag to watch for: blanket promises of “fast results” without benchmarks or regional detail

3️⃣ How do you comply with privacy and background check laws such as FCRA, GDPR, or the AI Act, and how do you adapt when they change? 

Regulations never stand still, and neither should your vendor. Ask for legal reviews, certifications, and/or audit reports that demonstrate ongoing compliance. Be wary of anyone who leaves adaptation to the client or downplays future changes.

On top of this, you can ask:

• Can you provide audit logs, decision rationales, and override metadata for adjudication decisions?
• When a candidate disputes a report, your team must be able to trace the decision.

Request sample logs or metadata showing how human overrides are documented. If a vendor can’t provide this, you may be left exposed during a challenge.

Red flag to watch for: reliance on the client to track legal changes or vague assurances of “we’re compliant”

4️⃣ Have you conducted or will you produce a fundamental rights impact assessment (FRIA) or equivalent? 

With new AI regulations, these assessments will soon become standard. By asking now, you position your company as proactive, while ensuring the vendor has a methodology in place. 

If the vendor is unaware or dismissive, it could signal risk.

Red flag to watch for: vendors who dismiss FRIA requirements as irrelevant, lack any documented framework for impact assessments, or place the responsibility entirely on the client

5️⃣ How do you handle biometrics, liveness detection, and the tension between fraud control and privacy? 

Picture a candidate asked to provide a facial scan, only to worry about how long it’ll be stored. Strong vendors will show privacy-preserving methods, clear retention policies, and cryptographic protections.

Avoid those who store everything indefinitely.

Red flag to watch for: storing biometric data indefinitely without safeguards or clear policies

6️⃣ What continuous background check or lifecycle screening capabilities do you support? 

As you know, screening doesn’t end at onboarding. Candidates change roles, move countries, or take on new responsibilities. Ask about trigger-based rechecks, APIs for automation, and coverage for mobility. 

A vendor limited to one-time background checks will leave you exposed. 

Red flag to watch for: a one-time screening model with no support for rechecks or automation

7️⃣ How do you measure and report inaccuracies, disputes, and adverse impact metrics? 

Transparency matters, and the best background checks for employers provide regular reports on error rates and resolution metrics. If a background screening vendor can’t or won’t share this data, you cannot be confident in their quality. 

Red flag to watch for: unwillingness to share accuracy or dispute metrics

8️⃣ What are your cross-border data transfer mechanisms and safeguards?

In a global workforce, personal data will cross borders. Strong vendors can describe their safeguards, such as Standard Contractual Clauses (SCCs) or participation in data frameworks. 

I know I mentioned this up top, but if the answer is vague, you risk non-compliance and exposure.

Red flag to watch for: vague responses about international transfers or no mention of contractual safeguards

9️⃣ What support do you provide during candidate disputes, and how quickly do you resolve them? 

Imagine a strong candidate withdrawing because a mistake in their record isn’t fixed promptly. Ask for documentation on the dispute process, metrics for resolution times, and sample correspondence. If the vendor avoids the subject, take note. 

Red flag to watch for: slow or opaque dispute handling, or lack of documented timelines

🔟 How do you support a positive candidate experience during background checks?

A poor experience can sour a candidate’s perception of your company before they’ve even joined. Ask how the vendor communicates with applicants, whether they provide mobile-friendly portals, multilingual support, and clear status updates. Transparency and empathy reduce drop-offs, speed up onboarding, and protect your employer brand.

Red flag to watch for: confusing portals, limited candidate support, or an approach that leaves applicants in the dark about their own data.

These questions aren’t just a checklist, they are a way of signaling to your executives and boards that you are thinking strategically about risk, compliance, and candidate experience. By approaching background screening vendor evaluation in this way, you transform due diligence into a leadership moment, and you also highlight the kind of trusted partnership that solutions like Mitratech AssureHire are built to provide.

Mitratech AssureHire Background Checks

For nearly 40 years, Mitratech has been building technology that helps organizations manage risk, stay compliant, and create smoother experiences for both employees and candidates. With Mitratech AssureHire, background screening becomes more than a one-time step, it becomes a continuous, configurable process designed to match the pace of modern work.

Our platform delivers fast turnaround times with verified global data sources, automated compliance updates that keep you aligned with shifting regulations, and lifecycle screening that quietly refreshes checks when roles, locations, or responsibilities change. Over 85% of background checks clear within 24 hours, thanks to direct digital court access and automated workflows. While built-in dispute management, privacy-preserving fraud controls, and transparent audit trails give HR teams the assurance they need while protecting candidate trust.

More than 28,000 companies in over 160 countries rely on Mitratech technology to work smarter and reduce costs, while gaining the visibility and control that comes from a single connected platform. Compliance should never slow you down, and with AssureHire you gain the tools to handle the routine with confidence and the unexpected with speed.

Ready to see how background screening can be simpler, faster, and safer? Let us show you in a demo.

AssureHire Background Check FAQs

How are your background checks regulated? 

AssureHire adheres to all federal and state laws governing background checks, including the Fair Credit Reporting Act (FCRA). We ensure all our practices are compliant and protect the privacy of both candidates and employers.

How long does an AssureHire background take?

The turnaround time for a background check varies depending on the package you select and the complexity of the candidate’s history. However, AssureHire prides itself on delivering results quickly and efficiently. In most cases, you can expect to receive a comprehensive report within 24-48 hours.

What’s adverse action?

When it comes to background checks, adverse action is a step in the adjudication process, where employers evaluate the results and make employment decisions.

If the findings from a background check result in a negative decision—such as not hiring a candidate or denying a promotion or transfer—the Fair Credit Reporting Act (FCRA) mandates that employers follow the adverse action process.

How do I initiate the adverse action process?

AssureHire handles preparing the pre-adverse notice. Simply click the Pre-Adverse button when reviewing the completed background check. Select the considered results involved in this decision on the report.

AssureHire will send an email to the candidate stating they won’t be hired due to the background check results. The candidate has 10 days to respond to dispute or acknowledge the information.

What does “Consider” mean?

When a result is returned with a score of “Consider,” it’s important to note that this isn’t meant to be derogatory. The “Consider” designation is simply used to flag a search, indicating that there is information that should be reviewed by the client. This allows the client to determine if the information falls within their hiring protocols.

What do these background check scores mean?