September 1st 2025: How Smart Employers Shrink Background Screening Time - The Batch Order Playbook
Why Batches Matter
Batch orders aren’t a nice-to-have — they’re the practical tool you reach for when you need to run checks at scale: annual MVR audits, hiring fairs, post-merger onboarding, seasonal ramp-ups, or any other mass-ordering event. Instead of placing dozens or hundreds of single orders, you submit one spreadsheet and get back a consolidated, auditable package. It’s not flashy, but it’s the reliable way to meet compliance, satisfy insurers, and get large groups processed consistently and predictably.
What batch ordering does:
Instead of ordering checks for each person individually, you upload a single spreadsheet with everyone’s info. We run the checks and return an organized package of reports. For MVRs, that often means same-day or next-day results instead of logging into the portal for every single employee. It’s not flashy; it’s practical—and that’s why people use it.
What type of batches we run:
QuickApp / authorization-based: You trigger an electronic release to the candidate. The candidate signs, and the order runs. This works well for new hires who need to complete a Disclosure and Authorization Form, or when certain details are unknown and need to be collected (i.e SSN’s, Addresses, Driver License Numbers, etc.)
Non Quick App or Injected batches (MVRs and direct runs): You upload a CSV with driver license numbers, states, DOBs, etc., and we run the orders directly. This is the go-to when you already have authorization on file or for annual fleet checks.
Most providers have a low minimum (often around 10), so batches work whether you’ve got a handful of people or a couple hundred. Be aware of a few state quirks (for example, PA, AK, WA), and confirm cutoff times for same-day processing with your account manager. Results typically come back as password-protected PDFs—make sure you follow your redaction and storage policies.
Why it saves time (for real)
One upload vs. many clicks: For a small HR team, that’s the difference between a few hours of work and an entire day.
Fewer errors: Templates force consistent formats for SSNs and DLs (treat DL and SSN columns as text to preserve leading zeros). That reduces rejected orders and back-and-forth with support.
Better visibility: MVRs usually come back quickly. Criminal and county searches take longer, but getting everything in one organized package is a big efficiency gain.
Cleaner compliance: One well-labeled package is easier to store, audit, and share with auditors or insurers than dozens of single-order PDFs.
FAQ
Minimum batch size? Usually around 10—check with your AM.
Cutoff for adding to a batch order? Often early afternoon (some providers use a 2:00 PM cutoff). Confirm with your AM.
What if someone doesn’t click the QuickApp? Clients often run reminders and many teams personally follow up. Some clients will continue reminders for a period (e.g., up to 60 days).
Turnaround times? MVRs are fastest; criminal/county searches take longer.
State exceptions? Yes—PA, AK, WA and others may have special rules. Ask your AM.
How are results delivered? Password-protected PDFs organized by employee and batch.
Closing thought
Batch ordering isn’t a magic fix, but it’s an obvious operational improvement for teams that regularly run checks. If your HR team spends real time entering orders or chasing results, a 25–100 record pilot will show you the difference. Prep the file, pre-notify your people, and let the process do the heavy lifting.
Want to Learn More?
Your dedicated account manager can walk you through how batch orders can integrate into your current screening workflow—and help you
Disclaimer
The information and opinions expressed are for educational purposes only and are based on current practice, industry-related knowledge and business expertise. The information provided shall not be construed as legal advice, express or implied.
August 1st 2025: Cost/Benefit Analysis of Drug Screening Methods
Choosing the right drug screening method isn’t just a matter of cost—it’s a strategic decision that affects turnaround time, candidate experience, operational complexity, and legal defensibility. At ProScreening, we offer three primary specimen collection workflows: Standard Lab-Based, Rapid (Clinic-Based Point-of-collection-test(POCT)), and Employer Collect. All workflows can have customized panels and options, but some are easier to customize than others. Here’s how they compare.
How It Works
1. Standard Lab–Based Drug Testing
Candidate visits a clinic where a specimen is collected and shipped to a certified laboratory. The specimen is placed in the mail and shipped to the laboratory; no testing is performed with the kit or at the clinic. The lab conducts full–panel analyte testing with automatic GC/MS or LC/MS confirmation on non–negative results. Every result is reviewed by a Medical Review Officer (MRO).
2. Rapid (Clinic–Based POCT)
Candidate visits a clinic and provides a specimen using a specialized cup like the eCup+®. A digital reader scans the sample for up to 14 drugs, producing a Negative or Non–Negative result in under 5 minutes. Only Non–Negative results are sent to the lab for full analyte and confirmation screening. Non–Negative readings are returned immediately without further need for confirmation testing.
3. Employer Collect Testing
Client purchases rapid test kits (urine or oral fluid) and performs collections on–site. Similar to the Rapid method, tests show a preliminary result, and only Non–Negatives are shipped to the lab for analyte confirmation. Employers use the eScreen® portal to document and manage results.
There’s no “best” test—only the right test for your hiring process.
Use Standard testing when compliance and legal defensibility are paramount.
Use Rapid testing when speed and efficiency are key, but you still want clinic oversight.
Use Employer Collect when flexibility, cost control, and in-house workflow control outweigh the need for third-party oversight.
ProScreening provides full support for each method, including setup, training, and documentation. If you're unsure which route is best for your team—or want to pilot a new model—reach out. We're happy to help tailor a program that balances cost, speed, and risk with any panel configuration you choose.
DISCLAIMER
The information and opinions expressed are for educational purposes only and are based on current practice, industry-related knowledge and business expertise. The information provided shall not be construed as legal advice, express or implied.
July 1st 2025: Clean Slate Vs. Set Aside Laws
Second Chances. Different Rules
What you miss can cost you. What you include can too.
Both law types are designed to help individuals move on from past criminal convictions, but they function differently. Clean Slate laws typically provide for the automatic sealing or expungement of certain criminal records after a set period, assuming eligibility criteria. For example, no new offenses and completion of a sentence are met. These laws aim to reduce barriers to employment and housing without requiring the individual to take action. In contrast, Set Aside laws require individuals to actively petition a court to have their conviction set aside or dismissed, usually after fulfilling specific conditions. While both can limit what appears on a background check, Clean Slate relief is often automatic and broader, whereas Set Aside relief is case-by-case and may still require separate expungement to fully remove the record from view.
Clean Slate Laws:
Expungement or Sealing of Records: Clean Slate laws typically focus on automatically expunging or sealing certain types of criminal records after a predetermined period of time has passed, especially for non-violent offenses.
Automatic Process: In some cases, Clean Slate laws establish an automatic process for the expungement or sealing of eligible records, meaning individuals do not need to petition the court for relief.
Broad Application: Clean Slate laws often apply to a wide range of offenses and may have fewer eligibility requirements
Set Aside Laws:
Judicial Discretion: Set Aside laws, also known as record sealing or expungement laws in some states, generally require individuals to petition the court to have their criminal records set aside or expunged.
Case-by-Case Basis: Set Aside laws typically involve a case-by-case review by a judge to determine whether a person's criminal record should be expunged or sealed.
Limited Eligibility: Set Aside laws often have specific eligibility criteria regarding the type of offense, the time elapsed since the conviction, and the individual's behavior since the conviction.
State Examples of both:
Infographic showing the development of clean slate laws across the U.S. since 2018
Currently, 12 states have enacted some form of Clean Slate Law or Set Aside Laws: California, Colorado, Connecticut, Delaware, Michigan, Nebraska, New Jersey, New York, Pennsylvania, Oklahoma, Utah, and Virginia. Advocacy groups are lobbying to add the remaining states.
More Information: The Clean Slate Initiative is a movement focused on automatically clearing eligible criminal records for individuals who have completed their sentences and remained crime-free. It aims to remove barriers to employment, housing, and education for millions of people by streamlining the process of record clearance and expanding eligibility. This initiative is a bipartisan effort working at both the state and federal levels to pass and implement laws that automate record sealing.
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DISCLAIMER
The information and opinions expressed are for educational purposes only and are based on current practice, industry-related knowledge and business expertise. The information provided shall not be construed as legal advice, express or implied.
ProScreening
8610 Sandy Pkwy #100, Sandy, UT 84070
June 1st 2025: Education and Employment Spotlight: Cutting Through the Noise. Getting to the Facts.
🔍 Why Verifications Matter
In a competitive labor market, speed and certainty are everything. HR leaders are under pressure to fill roles quickly while maintaining compliance and mitigating risk. Verifications play a critical role in that process—confirming a candidate’s past employment, education, or licensure isn’t just about accuracy, it’s about protecting your organization from liability and poor hiring decisions. At ProScreening, we’ve optimized the verification process to reduce turnaround time, improve completion rates, and eliminate manual burden on your internal teams—so you can keep hiring on track without compromising quality.
⚙️ How It Works
The concept is simple: we contact former employers or educational institutions and confirm the details provided on the candidate’s application. For employment verifications, we confirm job title, dates of employment, and reason for leaving. For education, we verify the degree obtained, graduation date, and GPA, when applicable.
ProScreening offers flat-rate pricing, so our clients can budget with confidence—regardless of how many attempts it takes to get a response.
✅ Automated Dialing Technology
Our system uses call center-grade technology to automatically dial the next verification in the queue, eliminating time lost to misdials and manual searching. This system also ensures that all calls follow a designated priority order—no cherry-picking “easy” calls.
✅ Paced Workflows, Higher Output
Each call flows like a conveyor belt: team members get 30 seconds to document their last call before the next one starts automatically. This steady rhythm means our team completes 15–20% more calls per day than traditional methods.
✅ Team-Based Execution
Instead of siloing work to individuals, we assign verification tasks to dedicated teams with shared goals. Team leaders manage handoffs in real time, eliminating delays and increasing throughput without sacrificing accountability.
✅ Smart Timing & Geo-Targeting
We’ve learned that timing matters. Our system adjusts outreach based on time zone and location, increasing the chances of reaching someone when they’re actually available.
✅ Local Presence Technology
Our phone system displays a local area code or toll-free number when making calls, increasing answer rates and speeding up verifications. People are simply more likely to pick up when it looks like a neighbor is calling.
✅ Internal Source Directory
Our team maintains a comprehensive directory that details the most effective verification methods for previously confirmed employment and education sources. This enables us to streamline the verification process by quickly identifying and utilizing the optimal method, rather than starting from scratch each time.
⚡ Built for Speed and Accuracy
What sets ProScreening apart isn’t just that we verify—it’s how we verify.
📈 The Value for You
These innovations lead to faster turnaround times, higher verification completion rates, and reduced internal workload. Whether you run a small HR department or manage hiring at scale, outsourcing verifications to ProScreening means more time saved, more accuracy, and fewer hiring delays.
Want to Learn More?
Your dedicated account manager can walk you through how our Verifications Service can integrate into your current screening workflow—and help you hit the ground running.
Disclaimer
The information and opinions expressed are for educational purposes only and are based on current practice, industry-related knowledge and business expertise. The information provided shall not be construed as legal advice, express or implied.