1、Turbocharged Insights to Help YouHire Smarter.Onboard Faster.2023Annual Trends Report2After navigating extraordinary obstacles in recent years,employers continue to face tough hiring challenges right off the mark in 2023.Sky-high inflation not seen in decades and increased job mobility are driving w

2、orkers to shift jobs at an unprecedented rate.Theres also the Great Regret;the regret felt by 80 percent of the millions of people who quit their jobs in 2021 as part of The Great Resignation who now want their old jobs back.One thing is overwhelmingly clear,based on the instability of todays hiring

3、 environment:the“way weve always done things”isnt going to work any more.In response,employers are making big changes.Theyre improving employee compensation and benefits to attract and retain top talent.And theyre working with their background screening providers to reimagine employment screening fr

4、om the ground up.In fact,many are willing,even eager,to make radical changes to their screening program by incorporating cutting-edge technology and best practices to help achieve the right mix of improved And were off!2023 is going tobe transformativehiring speed,mitigate employee-related risk and

5、lower hiring cost.Knowing this,self-reflection and adaptation will be key themes in the background screening industry,not just for 2023,but for the foreseeable future.In this report,First Advantage will examine current trends in background screening,along with the key elements of a modern screening

6、program.Well share howwith a few smart adjustments and the right mindsetemployers can optimize their screening program to efficiently and effectively mitigate risk,while also supporting a streamlined,“candidate-first”hiring culture.As a global leader in the background screening industry,First Advant

7、age processed 100 million+background screens in 2022,which gives us unique insight into how hiring is changing in real time.Every year,we use this unique,data-driven perspective in combination with our annual customer survey responses to create this annual trends report and bring you the most curren

8、t product and performance information.Change is UnderwayOnly 58%of respondents in our annual trends survey agreed with this statement:We have not changed how we screen our candidates and have no plans to change our process.2019202120202022Survey SaysSurvey Says75%of our trends survey respondents are

9、 now using better pay and benefits as one way to attract candidates.75%78%63%58%71%3About This Report&First AdvantageShifting GearsIdentityCriminal HistoryExperienceRisk ExposureRegulatory&ComplianceWellnessScreening Around the WorldGoing ForwardTable of Contents491116303843495862About This Report&F

10、irst Advantage5The informationincluded in this report is not intended to create,and receipt of it doesnot constitute,an attorney-clientrelationship.Readers shouldnot act upon this informationwithout seeking professionalcounsel.The material should not beconstrued as legal advice or a legalopinion on

11、any specific facts orcircumstances.The content isintended for general informationpurposes only,and you are urgedto consult a lawyer concerningyour own situation and anyspecific legal questions you mayhave.A Legal Reminder6Data SourcesThe 2022 annual employer survey,Drugs At Work,performed by Current

12、 Consulting Group and sponsored by First Advantage,provides unique substance abuse insights and a highly representative sample of drug screening trends in the American workplace.The First Advantage Annual Trends Survey provides hundreds of client perspectives on screening programs and how they are e

13、volving.First Advantage is a market leader in the background screening industry with exclusive access to millions of data points about how hiring decisions are made.7Our Technology,Our CustomersIn 2022,we put the pedal to the metal for our valued customers.Our customersOur technology33,000Customers1

14、Core Global Platform100M+Screens935+Automated and/orIntegrated Data Providers50%+of Fortune 100and 33%Fortune 5003,000+Robotic ProcessAutomation Bots Currently Deployed97%Gross Retention Rate690M+Records in ProprietaryDatabases13 yearsAverage Tenure 75+Human Capital Management Software Integrations8

15、Why do our customers screen?First Advantage clients screen candidates and employees for these key reasons.IdentityDo we have relevant name and address information on the candidate?Risk ExposureIs the candidates history appropriate for any role-specific risks,including access and exposure to sensitiv

16、e data or vulnerable populations?Criminal HistoryDoes the candidate have a criminal history that will impact performance,safety,or brand reputation?ComplianceDoes the candidate clear all checks required by law or industry regulation for compliance?ExperienceDoes the candidate have the right educatio

17、n and experience for the role?Shifting Gears10Heavily-regulated industries such as healthcare and financial services are constantly vigilant of their audit and compliance risks.In contrast,high-volume,high-turnaround companies such as staffing agencies and retailers are typically racing to quickly h

18、ire talentsometimes in hours,rather than days.Still other organizations may focus more on the risks to their vulnerable populations,mitigating internal fraud,or protecting their reputation from the high-profile exposure associated with negligent hiring lawsuits.Different industries have different pr

19、iorities,which are usually visible in their background screening programs.As you read through this document,consider why your organization performs background screening,and how your screening selections reflect your operational needs and requirements.Use this report to thoughtfully compare your back

20、ground screening priorities and what you are doing against the screening strategy of other employers in your industry.Shifting GearsDifferent industries have different screening priorities.What is most important in a background check?Financial ServicesRetailRestaurants and HospitalityTechnology,Aero

21、space,and DefenseManufacturingOtherHealthcareBusiness ServicesTransportation/TruckingStaffing/Call Centers/BPORiskCostSpeedMost important factor by industry2019202120202022Survey Says72%59%32%45%50%50%42%41%40%36%33%32%28%58%33%25%18%13%13%55%54%45%35%26%9%50%5%RiskCostSpeedRisk is the new top prior

22、ity!For the first time since fielding the First Advantage annual trends survey,respondents ranked Risk as the#1 priority when ordering a background check.In a year with so many high profile,brand-impacting workplace incidents,this is not a surprise.44%40%16%Identity12A streamlined,high-performing ba

23、ckground screening program starts with good candidate data.This involves using identity-related products to gather the most complete and correct information from candidates to help:Develop a list of additional names,aliases,and addresses associated with a candidate.Develop a list of current and prio

24、r addresses associated with the candidate to inform the most inclusive and comprehensive criminal record screening.Develop a list of names to aid in the discovery of court records documented with aliases and other names not provided by the candidate.Support I-9 compliance and Work Opportunity Tax Cr

25、edit submissions.Simply put,to hire smarter and onboard faster,it pays to begin with developed candidate name and address data.Our identity-related products help eliminate hiring friction,delays and bottlenecks,while also using advanced technology to simplify everything and keep your candidates enga

26、ged throughout the screening and hiring process.The Warm-up Lap:Start with identity information for optimized screening and hiring13Social Security Number Verification(SSNV)is the most commonly-used“first stop”in background screening.It identifies additional names and addresses associated with an SS

27、N.These extra names and addresses are then used to perform more robust criminal record searches,sometimes in jurisdictions and areas that a candidate may not have disclosed.However,not all SSNV results are the same.Some alerts,while tempting to review,are more important than others.The SSNV search i

28、s the best way to develop undisclosed names and addresses for candidates,but finding name and address discrepancies does not necessarily mean fraud.Social Security Number Verifications Creating a more complete picture of a candidates history.Did you know that more than 80%of cases performed by First

29、 Advantage use a Social Security Number Verification?80%14Its been an exciting year for First Advantage as we launched our new Digital ID product for the United Kingdom Right to Work,and Disclosure and Barring Service(DBS)criminal searches.It provides a more automated and intuitive way for candidate

30、s to provide personal information and images needed for criminal record searches.On average we found that criminal search turnaround time for customers using Digital ID in the UK dropped by more than 60%,resulting in an overall reduction in turnaround time of two days!Digital IDMaking personal data

31、capture easier and faster in the UK.Did you know?In the first three months after Digital ID was introduced,we saw an 86%Digital ID success rate for candidates undergoing UK DBS criminal searches.This allowed our customers to forgo the usual document sighting process for these candidatesa great time

32、saver!60%Fasterturnaround time!80%15Your ability to perform fast,accurate,candidate-friendly background checks hinges on your ability to efficiently acquire accurate identity data from your candidates.And yes,were talking about mobile optimization here.At a time when nearly 100%of the U.S.population

33、 uses smartphones,employers need a mobile-optimized,intuitive solution for gathering candidate data.When mobile-optimized data is integrated with your applicant tracking system,the data can be passed directly from a candidates job application to First Advantage,eliminating duplicated data entry and

34、giving your candidates the near-instant ability to begin their background check process directly from their phone or tablet with no extra steps.Our Profile Advantage mobile-enabled solution provides this capability and much more to help employers:Provide easier,faster candidate experiences that invo

35、lve less data entry Engage with candidates in real-time via their preferred communication channel Give candidates immediate visibility into the background screening process Accelerate screening,hiring and onboardingThe Candidate ExperienceIt sets the tone for a good employment experienceIt sets us a

36、part from our competitorsIt is not important to usIt helps us get candidate referralsOther(please specify):Survey Says65%22%7%3%3%Set the pace for a better candidate journey.Is the candidate experience important to your organization?70%Improvement!Organizations that invest in a strong candidate expe

37、rience improve the quality of their new hires by 70 percent.-LinkedInTop 100 Hiring Statistics for 2022|LinkedIn70%Criminal History17For many companies,a criminal search is the engine of a background check.However,the use of criminal background checks in hiring is evolving.Instead of using the infor

38、mation as an immediate disqualifier,employers are taking a more inclusive approach.Theyre considering the relevance of a criminal record in context with the risk exposure of the job.For example,you might not hire someone with a misdemeanor driving-under-the-influence offense to drive a delivery truc

39、k,but you might hire them to work in the stock room.Even though you ultimately end up hiring the candidate,youre still safeguarding your business by using the information in a criminal background check to mindfully place the individual in a more risk-averse position.In this sense,knowing about a can

40、didates criminal past can help mitigate safety risks to your employees,customers and workplace,while also protecting your brand reputation.Steer Clear of Risk:Mitigate your business risk by understanding a candidates criminal history.18Mitigating the risk of future criminal activity and fulfilling r

41、egulatory compliance are the two most important reasons to conduct a background check,according to respondents in our annual trends survey.In fact,they consistently outrank having the right qualifications for the job and protecting brand reputation.However,its important to note that these are not mu

42、tually exclusive goals.Instead,each high-priority objective supports the other.For example,minimizing future criminal activity,fulfilling regulatory compliance,and ensuring candidates have the right qualifications all help support and protect an employers brand reputation.Knowing this,think about th

43、e important role background screening plays in protecting your organizations brand reputation.Do your customers want to shop where they feel unsafe?Do they want their finances managed by a company that doesnt comply with regulations or hires candidates with a prior history of fraud or financial crim

44、es?In short,your brand reputation means everything in business and in the eyes of your customers.Once its damaged,it may be difficult or impossible to rebuild.Instead of thinking about criminal background checks as one-off screening tools,zoom out and consider how they can be used to support the big

45、ger picture of your long-term success.Criminal background checksTrends that are guiding employers today.Survey SaysSurvey SaysPlease rank the following reasons your organization conducts background checks from most to least importantMinimize Risk of Future Criminal ActivityMinimize the risk of futur

46、e criminal activityRight qualifications for the jobTo protect your brand or reputationTo fulfill regulatory compliance69%of respondents in our annual trends survey are requesting at least 5 years of address history when performing criminal checks.69%7 Years44%Current Address Only11%All Addresses per

47、 Country Requirement7%10 Years15%5 Years10%Other7%3 Years6%201920212020202227%34%30%35%19County-level criminal components search the specific county courts requested.Statewide searches can supplement these by searching all county courts available in a statewide repository.In places like Texas that h

48、ave highly-mobile intrastate populations,adding these supplementary statewide searches can mitigate risk by finding additional criminal records beyond the counties where a candidate has lived,worked,or studied.The good news is that,despite onerous requirements in some states that require candidate f

49、ingerprinting or wet signatures on state forms,statewide searches are becoming increasingly streamlined.More court systems are bringing their records online,which means statewide criminal searches are getting faster.In addition,increased automation by First Advantage is further accelerating these se

50、arches,making them a great supplementary option in time-sensitive hiring situations.And as these searches become faster,the number of statewide searches by First Advantage clients in the states with streamlined access is increasing.In New Jersey,for example,search volume more than doubled from 2021

51、to 2022,after turnaround time was cut by 96%.Florida and Texas,along with other states,are seeing similar changes.Statewide Criminal Searches Driving a faster,more thorough screening process.New Jersey2021 to 2022-96%103%Florida2021 to 2022-57%35%Texas2021 to 2022-38%40%Turnaround TimeSearch Volume2

52、0By putting a dedicated focus on process automation and efficiency,First Advantage accelerated overall county search turnaround times by 16%and reduced the longest 10%of county search turnaround times by 22%.The top 20 counties by screening volume within the U.S.in 2021 and 2022 are represented to t

53、he left.New to this list in 2022 are Orange,FL and Mecklenburg,NC,replacing Orange,CA and Cuyahoga,OH.Los Angeles,CAMaricopa,AZCook,ILHarris,TXDallas,TXNew York,NYTarrant,TXFulton,GAShelby,TNSan Bernardino,CAClark,NVFranklin,OHHartford,CTSan Diego,CADe Kalb,GARiverside,CAMarion,INDade,FLMecklenburg,

54、NC(New in 2022)Orange,FL(New in 2022)Black Hawk,IALancaster,NEStearns,MNBeadle,SDPolk,IARock,WILinn,IADouglas,NEMacon,ILSaginaw,MIHennepin,MNRacine,WISt.Louis,MNWinnebago,ILWarren,KYTippecanoe,INBerrien,MIScott,IAVanderburgh,INHoward,INOf the counties where more than 10,000 searches were performed b

55、y First Advantage,those with the highest proportion of reportable criminal records returned are rank-ordered to the right.In aggregate,these counties returned more than 15 criminal records for every 100 searches performed in 2021 and 2022more than twice as high as the overall county average.County C

56、riminal Searches Flooring it for faster searches.16%County search turnaround times!Top 20 counties screened by volumeTop 20 counties by reportable criminal record rate21A fast,quality background screening process is table stakes todayits what our customers expect.However,our industry-leading“touchle

57、ss processing”enables us to race even further ahead of the pack and deliver above-average turnaround times on our criminal searches.So,what is touchless processing?Its how we use technology and innovation to reduce manual handling,and increasingly automate and digitize our criminal search process to

58、 improve result quality and turnaround times.In our world,its not enough for a county to simply claim to have online access.At First Advantage,we continuously evaluate online courthouse capabilities for reliability and quality,regularly adding new automation and APIs that meet our industry-leading s

59、tandards.In 2022 alone,our automation increased the proportion of cases that were processed without human intervention by 8%,turning days of manual research into near-instant results.“Touchless Processing”Revving the engine for high-speed turnaround.74%of First Advantage criminal record searches are

60、 complete in 36Did you know?Candidates within the 0-6 month discrepancy band were the most likely to be adjudicated by clients adversely,at 21%.21%Level of date of discrepancy does not correlate to client adverse adjudication.Use First Advantage analytics to understand your adjudication of date disc

61、repancies.TIP!%of Clients Adverse Adjudication%Overall36Education searches are generally used to validate that candidates have the education and degrees stated on an application,resume,or CV.In some industries,this acts as a basic qualifications check,whereas in others,such as technology or banking,

62、this ensures a candidate has the requisite skills for their future role.Education VerificationsDates are 42%of discrepancies,but rarely are adjudicated adversely by clients.TIP!Many clients have limited the importance of date comparisons.High Frequency,Low Severity-optimize what you review:Date disc

63、repancies dominated at 42%but were rarely a reason to deny employment by clients with only 0.2%failing.This is largely due to candidates having accurate graduation dates,but inconsistent attendance dates.In fact,78%of such candidates had matching graduation years and a further 16%were within one yea

64、r.Low Frequency,High Severity-value-added reviews:“No record found”had the highest client adverse adjudication at 18%.In some cases,this was due to candidates declaring they had a degree from an institution they did not attend.Similarly,degree discrepancies(think:a masters degree versus a bachelors

65、degree)straddled a middle ground,being both frequent 30%of discrepancies and also leading client adverse adjudication 5%of the time.60%40%20%0%5%10%15%20%Frequency(%Total Discrepancies)Severity(%of Discrepancy Client Adverse Adjudication)DatesDegreeNo Record FoundMultipleOtherStudent ObligationsFiel

66、d of StudyTop Discrepancies37University-level education verifications are highly automated,allowing for 2x to 4x faster turnaround times(TATs)than high school or GED verifications.The First Advantage Verified!capability enables employers to search a database comprised of previously completed employm

67、ent and education records for a near-instant verification.Education VerificationsDifferent degrees,different TATs.2022 Average TATs by Degree Type(Indexed to base 100)According to U.S.Census Bureau data,90%of people over age 25 have attained a high school diploma or GED.In comparison,only 35%of peop

68、le have attained a bachelors degree.This implies the odds of a candidate misrepresenting the completion of a Bachelors degree is much greater.90%35%Clients aim to balance risk,speed,and cost.In the case of high school education,the statistics show that the risk of misrepresentation is significantly

69、lower while the time required to perform the check is much longer.TIP!High SchoolGEDAverageUniversity 4 Year DegreeUniversity Advanced DegreesVerified!All DegreesUniversity 2 Year DegreeTechnical15913758161100444930Risk Exposure39The last few years have seen an explosion of delivery and gig worker p

70、ositions.To keep up with demand,some companies have started using the services of drivers with their own vehicles,often with a branded magnet on the side,and/or branded uniforms.These workers are your brand ambassadors,and can drive customer satisfaction like few other roles.These individuals freque

71、ntly work in and around customer homes,and when this happens,these“known strangers”borrow your organizations reputation.Customers dont think twice about giving them access to their homes or personal space in order to perform a vast range of tasks from installing dishwashers to delivering packagesall

72、 because of the credibility youve worked so hard to build.When you allow others to borrow your reputation,you run the risk that its returned in worse condition.Crimes committed by these“known strangers”can directly damage the brand,credibility,and even the perceived safety of your business.For this

73、reason and others,we urge our clients to proactively identify these“known stranger”positions and address any screening gaps.This unique approach to background screening is all about reducing your risk exposure.At First Advantage,were always thinking ahead,searching for new ways to keep you ahead of

74、emerging risk and intelligently adapt your screening program.We use our expert knowledge of the latest employment and hiring trends to configure tailored,next-gen solutions that fit your business model.The Blind TurnWhen“known strangers”borrow your reputation40Given the changing definition of work t

75、oday,its a good idea to review the various levels of worker positions within your organization to determine if you have any“known stranger”positions,and if so,optimize your screening levels to address the risk.A minimum background screening package for a“known stranger”also appropriate for many type

76、s of gig workersshould include the following and accounts for most currently accepted risk factors:Social Security Number Verification County Criminal(Statewide,where appropriate)First Advantage National Criminal File Plus National Sex Offender Registry Position-specific requirements(e.g.,MVR,employ

77、ment/education verification)Add-ons for organizations with increased risk exposure or an interest in future proofing their background screening program:An Online Content Search flags online activity that violates your companys code of conduct,including harassment,violent social media posts,and other

78、 potential“red flags,”as well as positive activities such as volunteering and community support.Criminal Monitoring continuously monitors nationwide arrest records and provides notification when an employee or contractor has a new reportable court record regardless of when they were initially screen

79、ed.Rising Reputational SearchesWork is changingyour background screening should adapt.Increase in sex offendersSince 2019,weve seen a 1.5x growth in the use of the National Sex Offender Registry,resulting in an increase in reportable records of 40%.40%4144+56+MRising Reputational SearchesOnline cont

80、ent and reputational media searches are up.Business ServicesRetailTransportation56%Job Specific44%All CandidatesEmployee misconduct is now front-page news,and often the first question asked in the court of public opinion is“should their employer have known?”An increasingly popular area of background

81、 screening research involves investigating a candidates publicly available online content and reputational media.Since 2019,First Advantage doubled the number of online content(including social media)and reputational media searches performed for our clients.For those employers who use online content

82、 screening,they use it for all employees almost as often as they use it for targeted or high-risk positions.A few industries drove this growth both in the U.S.and globally:Business Services,Retail,and Transportation.Does your social media screening apply to all candidates or is it job-specific?Surve

83、y Says201920212020202220192021202020222019202120202022438%44%3,000%42Ubiquitous mobile Internet access,the saturation of social media into everyday life,and a shift toward computer-optimized interactions in everything from reservations to physical,in-person purchases has ensured that,for most of us,

84、our digital presence is as revealing as our physical presence.In this environment,the distinction between“online”and“offline”behavior evaporates,and a candidates behavior online is simply their behavior.Searching a candidates public online content history can help employers determine if a candidate

85、habitually violates an employers code of conduct in ways that would endanger the company,customers,or other employees.According to our recent customer survey,75%of employers currently do not use social media screening.However,some hiring professionals may unknowingly take a“quick peek”online which c

86、an shape their judgement of the candidate in incomplete ways.These quick peeks can potentially violate a candidates privacy rights or other applicable employment laws.When 21%of our clients have used social media information to make an employment decision,that distinction matters.There are more than

87、 500 million new Twitter posts every day,and thats just one social media platform.The sheer profusion of available sources and material make it essential to have a technology-assisted,systematic,and FCRA-compliant method of identifying potential code-of-conduct violations online and applying criteri

88、a fairly across areas of potential concern.Does your company leverage social media screening?Survey SaysHave you not offered a position or terminated an employee on the basis of information obtained from social media?79%Said NoOnline and Offline Employee BehaviorsHow can you ensure candidates align

89、with your code of conduct?60%15%15%10%No,we do not use it and dont plan toNo,but we are considering itYes,from a background screening companyYes,we do it ourselvesRegulatory&Compliance44Certain industries are subject to regulatory requirements for background screening.In these cases,background scree

90、ning must be performed to specifications,well documented,and available for audit.It can be a lot to manage on top of delivering on your core missionbe it healthcare,financial services,transportation,etc.which is why its critically important to work with an experienced provider like First Advantage.N

91、ot only do we offer a deep selection of specialized searches that fulfill specific requirements,we also offer dedicated industry-specific screening packages and consultative expertise to help you better understand the best screening strategy based on the size and scope of your business and what othe

92、r businesses like yours are doing within the industry.Keep It On Track:Fulfilling industry requirements shouldnt slow you downit should drive you forward45According to the UKs Fraud Prevention Community known as the Credit Industry Fraud Avoidance System,or CIFAS:Cases of fraud have continued to soa

93、r as the cost-of-living crisis pushes households to breaking point.In the first nine months of 2022,over 309,000 cases were recorded to the National Fraud Database,a 17%rise compared to last year.This also marks an 11%increase on pre-pandemic levels.”Requests to conduct staff fraud searches on their

94、 candidates have increased by an eye-popping 141%in 2022,compared to 2021.Regulated SearchesMake sure you pass inspectionWhat are Financial Regulated searches?Financial Regulatory Check is a search of a specific database managed by an in-country regulatory authority.This search can reveal if an indi

95、vidual has any disciplinary action charged by the Financial Regulatory Body.As an example,the financial regulatory body of Singapore is the Monetary Authority of Singapore(MAS).Did you know?In the world of international financial regulatory searches,a whopping 58%of our regulatory search volume in 2

96、022 originates from Australia,followed by Singapore with 11%,and Hong Kong with 7%of the overall volume.The UK accounts for 2%of the overall volume.202120202022CIFAS Staff Fraud searches increased141%from 2020 to 202246Heres a simple fact:monitored drivers are more careful drivers.We performed an MV

97、R driving records case study in which roughly 5,800 drivers were continuously monitored over a two-year period.It revealed a massive 53%drop in violation alerts during the study,with violation rates decreasing from 17%near the start to just 8%by the end.The takeaway?If youre not already monitoring y

98、our drivers,its a good idea to start.MVR Driving Records Monitoring Mitigating risk on our roadsand your brand.Violation Trend5,800 Drivers Violation Percentage17%8%13%20%15%10%5%0%Violation Percentage53%Decrease in MVR alerts over a 2-year case studyIncidence of Alerts ReturnedSome candidates had m

99、ore than one typeSpeedingManeuveringVehicleDocumentation17%26%30%34%47Work with FA to identify the right level of HEAL screening for pre-employment or monitoring.TIP!Healthcare ScreeningHEAL on the floor,toe on the pedal.Healthcare Exclusions,Actions,and Licensure(HEAL)helps employers with U.S.gover

100、nment contracts build and maintain a compliant workforce by confirming if individuals are on exclusion lists and ensuring compliance with healthcare industry mandates.Since its release,adoption has grown significantly as clients across several industries recognize the strength of the First Advantage

101、 product offering compared to traditional providers.For example,the First Advantage HEAL offering automates the monitoring of exclusions,sanctions,board actions and licensure.It also gives employers the flexibility to enroll by batch or single records and manage various levels of monitoring for diff

102、erent groups of employees.Speed Focus:Retail and Transportation clients that use these types of searches,reached nearly 100%adoption of HEAL.Amidst the accelerating race for talent,they have leveraged the faster turnaround time and reliable uptime of HEAL.Compliance Focus:Healthcare is a highly regu

103、lated and risk-averse industry where displacing an incumbent process is not taken lightly.As a testament to HEALs comprehensive data sources,this industry reached 50%adoption in 2022.Adoption of HEALby Industry2021201920202022100%75%50%25%0%RetailTransportation ServicesStaffingHealthcareCall Centers

104、Business Services48Since 2019,First Advantage medical services has seen 110%growth due to several factors.Amid the COVID-19 pandemic,clients sought to limit candidate exposure to clinics by coupling visits for medical services with drug screening.Many also sought to consolidate their entire pre-and

105、post-hire candidate screening programs under a single provider.And last,regulated industries such as Transportation also experienced a tidal wave of hiring to meet soaring consumer demand.12345678910Medical Services Increasing utilization in a shifting landscape.Transportation and warehouse position

106、s drove much of the growth with DOT Physicals rising to the most common medical service.Non-DOT Physicals remained at number three,and Human Performance Evaluations rose to the number four spot in 2022.Flu Shots,while still very common,declined five positions to number nine.This may reflect a changi

107、ng landscape fewer in-office positions,increased likelihood of coupling with a COVID-19 vaccine,or general vaccine fatigue.Healthcare positions continued driving titers and vaccinations to keep their employees and patients safe.With well over 100 available medical services,consider how First Advanta

108、ge can help man-age your compliance with government regula-tions and company policies.TIP!Change in Rank-Top 10 Medical Services2020 Rank2022 Rank1 Physical Exam-Full Service DOT2 TB Tests(Skin or Blood)3 Physical Exam-Full Service Non-DOT4 Human Performance Eval(Lvls.1-5)5 Titer-MMR6 Titer-Varicell

109、a Chicken Pox7 Titer-Hepatitis B8 Tetanus,Diphtheria,PertussisVaccine9 Flu Shot10 Hepatitis-B Injections(Series 1-3)Wellness50The drug screening landscape is changing quickly.Local and state laws are continuously evolving regarding the legalized use of cannabis.Thirty-seven states have legalized med

110、ical use of marijuana,while 21 states(plus the District of Columbia)have legalized recreational use.But the recent rise in abuse of synthetic opioids has become the headline.In particular,the latest threat is coming from the deadly drug,fentanyl.You can bet if these drugs are impacting society,theyr

111、e impacting your workplace.At First Advantage,our drug screening solutions integrate the latest digital technology,process automation and screening approaches,along with consultative support from a team of industry experts to help employers create modern substance abuse screening programs.We work cl

112、osely with our clients to regularly evaluate the efficacy and appropriateness of drug screening panels and programs to help them remain agile in a constantly shifting environment.Keeping the Engine Clean:Modernize your substance abuse programFrom 2021 to 2022 our clients increased their volume of dr

113、ug screens by 7.9%7.9%51Some industries drug screen all employees,others rarely screen.Some are required by regulators to perform drug screen,while many arent.And for some industries,the repercussions of on-the-job substance abuse are far more punitive,professionally,than others.Because of these and

114、 other factors,drug screen Medical Review Officer(MRO)positivity rates understandably differ by industry,and sometimes even within an industry,based on DOT regulations.If we consider an average index of 100 across all industries that perform drug screens,we see that subjects from the restaurant indu

115、stry screen MRO-Positive at almost twice the rate of all candidates(index of 181).On the other hand,healthcare industry subjects screen at less than half the average MRO positivity rate(index of 47).DOT-regulated subjects in the transportation sector screen MRO-positive at almost twice the rate of a

116、ll candidates(index of 181).On the other hand,healthcare industry subjects screen at less than half the average MRO positivity rate(index of 47).Drug Screen Results Industry variation,explained.Drug MRO Positivity IndexHealthcareDOTTransportationServicesRetailStaffingCall CentersAverageManufacturing

117、47791005197101119Non-DOTTransportationServicesRestaurants13418152Lab-based saliva,also known as oral fluid,screens out-performed all other screening types in terms of MRO positivity rates in 2022.These screens are typically administered during an interview or mass hiring eventwhich happened a lot in

118、 2022 due to the tight labor marketand then sent to the lab for processing.They are effective at mitigating cheating tactics associated with urine-based drug screens performed at collection sites.Lab-based saliva screens are the preferred solution for clients who want to mitigate risks associated wi

119、th drug use by their employees.The Frontrunner:Saliva-basedDrug Screens Lapping traditional urine-based screens.Hire faster,with confidence.First Advantage is innovating saliva-based screening with OralTox,an instant saliva screen.You get instant results for negative screens to speed up turnaround t

120、imes for most candidates from days to minutes.Inconclusive results are sent to a lab for additional screening.If the results are MRO-positive,the candidate is contacted by a Medical Review Officer.Yet even for this subset of candidates,the average turnaround time for results was still remarkably fas

121、tjust 1.3 days.OralTox screens are favored by clients who want a faster time-to-hire without compromising their risk mitigation strategy.Consider saliva-based drug screening for Non-DOT positions for fast turn around time.TIP!2022 MRO Positivity Rate by Type of Drug Screen9.2%5.9%4.3%3.4%Saliva-LabS

122、aliva-OralToxUrine-InstantUrine-Lab53The annual employer survey,Drugs At Work,performed by Current Consulting Group,clearly points to the future of drug screening.It includes feedback from employers of all sizes across the country and offers a highly representative sample of whats happening in the A

123、merican workplace.In 2022,the survey revealed a surging 20%increase in employer adoption of instant saliva-based screening,within just one year.Likewise,the annual drug screening metrics from First Advantage clients support this trend,reflecting an enormous 37%one-year jump in the use of this kind o

124、f screening.Saliva-basedScreeningis the FutureThe data confirm it.In 2022,employers who responded to the Current Consulting Groups Annual Drug Testing Survey,have increased adoption of instant oral fluid screening by 20%compared to 2021.First Advantage customers are well aligned with this trend.Cust

125、omers increased adoption of OralTox and other saliva-based screens by 37%from 2021 to 2022.Percentage of Instant Oral Fluid Screens Since 2019Current Consulting Group Survey Says20192021202020222.9%10.6%14.5%2.6%2021202212%14.4%54It makes sense that drivers who are susceptible to random DOT-regulate

126、d drug screening are more likely to abstain from on-the-job substance abuse.In turn,theyre more likely to produce fewer MRO-positive drug screens.Until recently,this has been a clear difference maker,as DOT-regulated drivers tested MRO-positive less than half as often as non-regulated drivers.Howeve

127、r,since 2020,we have seen a slight reversal in the MRO positivity drug screen rate when comparing DOT to Non-DOT clients.Interestingly,DOT MRO-positive drug screens increased by 22%since 2020,while Non-DOT MRO-positive drug screens decreased by 14%This trend may be partially driven by the reduction

128、in overall marijuana screens administered by Non-DOT clients.Marijuana is the most commonly found substance in drug screens.DOT Drug RegulationsA difference maker,and a game changer.If the DOT adds lab-based oral fluid as an accepted testing specimen,are you likely to add it to your drug testing pro

129、gram?34+21+45+MAlso,look out for a game-changing DOT rule change.Dr.Josephine Kenney,Chief Compliance Officer for First Advantage,points out that:Employers governed by DOT regulations should keep an eye on the proposed changes to the DOT drug testing program regulations.The DOT may green light the u

130、se of oral fluid testing to combat employee cheating and provide a less expensive and less intrusive option to employers.First Advantage has extensive experience with Non-DOT customers using oral fluid testing and can help you make this transition if needed.”According to the Current Consulting Group

131、 Annual Employer Drug Testing Survey,the market seems ready for the rule change.If the DOT adds lab-based oral fluid as an accepted testing specimen,34%of its survey respondents say they will likely add it to their drug testing program.45%Do not know34%Yes21%NoDOT DRUG SCREEN MRO POSITIVITY RATES VS

132、.NON-DOT20192021202020221.4%4.1%1.3%3.8%1.5%3.6%1.2%4.2%Non-DOT MRO Positivity RatesDOT MRO Positivity Rates55The most common standard 5-drug panel screens includes marijuana,cocaine,amphetamines,opiates,and PCP.Other employer-specific drug panels may include more substances.Regardless,Marijuana rei

133、gns as the number one substance found in drug screens for the last four years.However,marijuana MRO positivity rates are decreasing as a percentage of all MRO-positive screens in part because some clients have reduced the number of marijuana screens.And as marijuana screens decrease,we are seeing an

134、 increase in cocaine and amphetamine MRO-positives.Marijuana Screening TrendsIts still popular but some employers are open to MRO-positive results.MRO Positivity Rates by Drug in 2022Employers seem to be more accepting of marijuana useSince 2019,the percentage of our annual trends survey respondents

135、 who say that the presence of marijuana in a drug screen result does not result in an automatic disqualification from the company has more than doubled.Survey Says201920212020202224%35%53%35%MarijuanaAmphetaminesPCPCocaineOpiatesAll other substances(inc.multiple substances found)80%70%10%0%1%5.9%0.2

136、%5.8%8%79.1%201920202021202256In 2022 city and state laws shifted around the possession and consumption of marijuana.Though Federal laws supersede these,some employers began to make changes to their marijuana screening practices and policies for job applicants.Post-accident and reasonable cause drug

137、 screening policies remained largely unchanged,and DOT drug screens still require screens for marijuana.But where employer policies did change,they tended to fall into one of four buckets:1.Removal of pre-employment marijuana screening altogether.2.Removal of pre-employment marijuana screening in se

138、lect markets such as New York and Nevada.3.Recreational marijuana directives that consider MRO-positive marijuana screens acceptable in jurisdictions with legal recreational marijuana.4.Medical marijuana directives that consider MRO-positive marijuana screens acceptable where candidates can provide

139、medical marijuana prescription information to a First Advantage MRO.As the legal landscape around marijuana continues to change,you may want to have proactive discussions with your legal counsel about your organizations policies and consider factors such as negligent hiring and social justice and eq

140、uity in any changes you make.Marijuana LegalizationKeeping up with evolving marijuana laws.While some policy and attitudinal changes are occurring,most employers responding to the Current Consulting Groups Annual Drug Testing Industry Survey are not planning any changes to their marijuana testing po

141、licies.Current Consulting Group Survey SaysWe test&plan to continueWe are not sure what to doWe are considering dropping marijuana in the next yearWe have dropped marijuana from panels74.9%15.3%5.0%4.8%57Fentanyl is a synthetic opioid up to 100 times more potent than morphine.It played a leading rol

142、e in the more than 107,000 U.S.drug overdose deaths in 2021,according to the American Medical Association.According to Dr.Abe Hammell,Chief Medical Officer at First Advantage:Fentanyl is more popular now and continuing to trend upward in usage.It is,in all practicality,a substitute for heroin where

143、it was once an additive.Fentanyl has grown to be a larger risk than heroin in many areas of the country.”But,when Current Consulting Groups Drug Testing Survey respondents were asked,“Regarding Fentanyl,did you know that it is typically not included in a drug test panel that includes opioids?”their

144、response was surprising.Nearly half,47%,were not aware that fentanyl is not normally included in a drug testing panel with opioids.Employers who are concerned about fentanyl use and its potential impact on employees and the workplace should consider amending their drug screening policy to include fe

145、ntanyl testing.Fentanyl In the news,but not in the screening panels.Regarding Fentanyl,did you know that it is typically not included in a drug test panel that includes opioids?Current Consulting Group Survey Says53+47+M53%Yes47%NoIts time to revaluate your drug panels to make sure your drug screeni

146、ng program is keeping up with new drug use trends.TIP!Screening Around the World59Soaring workforce mobility and remote work have increased the global talent pool available to employers.Yet,with global hiring comes the challenge of performing international background checks in multiple countries,jur

147、isdictions and regions that are all different.A search thats permissible in the U.S.might not be allowed in Singapore.The type of criminal record data available in Canada might not exist in Laos or Uganda.Employers need an experienced provider they can trust and rely on to intelligently guide them t

148、hrough the obstacle course of restrictions,regulations,available searches,local customs,political unrest,natural disasters,and other thorny issues regularly encountered when screening abroad.At First Advantage,we offer unrivaled global screening expertise with screening offices in 19 countries,and t

149、he ability to perform background checks in more than 200 countries and territories.First Advantage only offers searches that are permissible within the specified jurisdiction and ensures that all required fields and forms are complete prior to submitting a global search request.No matter where your

150、candidates have lived or worked,we can help you Hire Smarter,and Onboard Faster.Full throttle:Expand your screening program to cover wherever candidates have lived and worked.60After a decline in 2020,which was likely due to the global pandemic,33%of our annual trends survey respondents are seeing a

151、n overall increase in the number of employees who have lived or worked in multiple countries.Nearly half of our survey respondents run background checks outside of North America because they have locations outside of the region,or their candidates have lived or worked elsewhere in the world.Global S

152、creening OverviewIf your workforce is global,your screens should be too.FA clients seeing an increase in number of employees who have lived or worked in multiple countries2019202120202022Survey SaysSurvey SaysProportion of clients with background checks outside North America 22%22%33%19%53+47+M53%No

153、rth America Alone47%Outside of North America61Island countries emerge among First Advantage screensIt was a busy year for background checks in island countries,as 62%of these nations saw an increase in the number of background checks performed in 2022.The U.S.and Canada led the way in gross volume.J

154、amaica continued its explosive growth,up twelvefold since 2019 and 84%in 2022.Eight Caribbean islands increased their background check volume at least ten-fold in 2022.The nearshoring trend is also seen in Europe where countries like Portugal,Romania,and Poland all saw double-digit growth in backgro

155、und check volumes.Five of the top 10 countries with the most background checks were island countries.Indonesia led the way with the highest growth in gross volume,more than tripling its 2021 volume.The Philippines and Singapore more than doubled their background checks since 2019.Background checks i

156、n the UK increased by 36%in 2022.Onshoring and nearshoringimpacts screening volumesOnshoring describes the relocation of business operations within domestic borders.Nearshoring describes the relocation of business activities to a nearby country to benefit from proximity,similar time zones,culture,or

157、 shared language.Onshoring and nearshoring trends had a notable impact on background check volumes.More than 75%of countries in the Americas increased their background check volumes.Check points aroundthe world Going Forward63Priority 1:Risk mitigationPriority 2:SpeedPriority 3:CostUse Rear-View Mir

158、ror Insights to Win the Race for TalentGo forward with a leaner more candidate-friendly approach to background screening.In hiring and background screening,as in most other things,it pays to reflect on lessons learned and advances over time.Especially during periods of widespread change,as in recent

159、 years.Its whyfor three years in a rowweve compiled this collection of annual feedback and statistics and share it with our valued clients.Many clients are using developed names and addresses within their criminal records search to find additional criminal records.Criminal record and driving monitor

160、ing are becoming increasingly popular.This may not be appropriate for every position,but for those in high-risk roles or with driving responsibilities its worth considering.Clients are considering reviewing the screening programs associated with all workers representing their brand,including“known s

161、trangers”and gig workers pre-and post-employment.Consider using a dedicated background screening package for these types of workers.Traditional 5-panel screens do not include one of the deadliest drugs on the streets today:fentanyl.If this is a concern for your organization,work with First Advantage

162、 to add it to your program.Evaluate the use of statewide criminal checks in areas where you can supplement your program.Everything is going mobile and companies with mobile enabled access have a competitive advantage in hiring candidates faster.More and more Non-DOT clients are adopting the use of i

163、nstant oral-fluid drug screen.Since it can be administered on the spot,you can get negative results in minutes.Non-negative results undergo review by a trained MRO to ensure result quality,but even those results are returned on average in 1.3 days.Mitigating risk can save money in the long run becau

164、se background screening is strategic investment in your employees and larger workforce that can pay big dividends over time.For instance,verifying that candidates have the right skills and experience may improve productivity.Consider the costs involved in managing multiple vendors.By consolidating w

165、ith First Advantage,you unlock the potential of streamlining processes and costs.Dont forget about Work Opportunity Tax Credits(WOTC)along with other tax credits and incentives that can be a source of cost savings.Depending on the size of your business,were talking anywhere from thousands of dollars

166、 to hundreds of thousands,or more.And figuring out what youre due doesnt have to be a burden that requires extra resources.Instead,consider an integrated tax credit solution that can batch process employee lists to automatically identify and process tax credits and incentives using information collected during the background screening process.At First Advantage,were here to help.Get in touch any time to discuss the ideas and solutions included in this report.Hire Smarter.Onboard Faster.For more information,contact First Advantage today:Call:+1-844-717-0510 Email: Visit: