Free Isn’t Always Best: The Pitfalls of Relying on Free Employment Screening

Is it worth it?

Picture yourself strolling through an HR conference, surrounded by free promotional goodies at every turn. You spot colorful koozies, branded USB drives, quirky keychains, trendy fidget spinners, and if you’re lucky, a stylish tote bag adorned with a company logo. Vendors eagerly distribute these items, hoping to catch your eye and spark your interest—a transparent and fair exchange.

Now, shift the scene to the online realm, where vendors offer HR representatives complimentary products and services. Unlike the conference scenario, the trade-offs here are less evident. Do these vendors simply seek a moment of your attention, or is there a deeper motive at play?

In such situations, a cautionary adage about the internet comes to mind: “When it’s free, you may be the product.”

Similarly, when considering a free or low-cost employment screening service, it’s essential to recognize that your applicant’s information may be the ultimate commodity.

Ultimately, the decision to opt for free or low-cost options hinges on your company’s specific needs and priorities. While we acknowledge our bias, we believe it’s wiser to hold onto the trendy tote bag from the conference and politely decline instant or cheap employment screening offers. Just our two cents!

When your business seeks support in various crucial aspects like employment screening, criminal background checks, adherence to FCRA regulations, drug screening, verification of education and employment history, examination of driving records (MVR), credit assessments, or validation of social security numbers, reach out to the Swailes Background Team for prompt enrollment and comprehensive assistance.

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