Judie Goe is the Director of Talent Acquisition and Development at Scottsdale Healthcare. Like all HR departments in healthcare, Judie’s department is very busy and keen on developing efficient processes for managing their “paperwork” so they can focus on more important HR initiatives. With that in mind, I recently interviewed Judie to discuss how Scottsdale Healthcare “married” their background check process with their applicant tracking system. Judie and her team currently utilize one vendor for all of their background screening needs. “We rely on Universal Background Screening to handle all of our outside compliance checks. They perform and manage our professional license (primary source for new hires and renewals), employment and education verifications, OIG/EPLS, Motor Vehicle Records and criminal background checks — everything that we need done.”

The important thing first step is making sure your background check vendor can integrate with your applicant tracking system. For Judie, that was not a problem.
“Universal was ready and willing to integrate with our applicant tracking system, Position Manager, which speaks volumes about their willingness to do the best thing for their clients,” she explained.

Judie also described how the integration works.It’s all in Position Manager – you click a button to start the background check process with Universal and you can choose a package that dictates the level of screening you need for that candidate. The information shows up right in Position Manager, which saves an extra step. Because it’s all done online, it’s improved the timeliness of our process. Universal is very prompt in their communications with us so we don’t have to worry about slowing down the process when we need to clarify any of the information. Recruiters or the HR Assistants can then click through and validate that a candidate has completed the necessary screening and all of this information is stored in candidates’ records.”

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With the myriad of positions Judie department has to process, flexibility with background screening is crucial. “We can always add more to the background check package, whether it’s an OIG, GSA or more detailed criminal check — anything we need. This is really helpful when different positions require different levels of background screening,” said Judie. “Universal also performs all of our annual license verifications, even  the   annual OIG and Motor Vehicle Record checks. Because we can utilize one source for all of our checks it has improved the accuracy of our background checks on all levels. It allows us to be as thorough as possible. And we can track exactly what’s been done in regards to each candidate and refer back to it within our applicant tracking system. I cannot imagine going back to a paper system or even doing it via fax.”

According to Judie, the more you can integration your different systems the better your process will be. “Universal’s integration with Position Manager means there’s less room for error and facilitates more effective checks and balances. There’s always the possibility of something like an annual OFCCP audit. With three hospitals in our health system, thank goodness everything we need is housed in Position Manager. With an audit process, having a paperless system is imperative. We know that from our applicant tracking system, to our onboarding, to our HRI – all of the data is clean because it’s well-integrated.”



About The Editorial Staff

The Editorial Staff is a team of writers with a passion for helping healthcare organizations manage their biggest and most important investment: their employees.