HireRight is a leading provider of on-demand employment background checks, drug screening and I-9 employment eligibility solutions that help organizations efficiently implement, manage and control employment screening programs. Many companies, including more than one third of the Fortune 500, trust HireRight.

The HireRight Screening Glossary



The ability for organisations to set screening guidelines and to automate a judgement based on the background screening outcome, often resulting. This judgment often results in a “meets requirements” or “does not meet requirements” outcome for the candidate being screened.

Applicant Tracking System (ATS):

Any system, whether in paper or software form, that manages both an organisation’s job posting and data collection (i.e., resume/applications) process to efficiently match prospective candidates to the proper positions.




Candidate Experience:

Candidate experience refers to the journey a candidate goes through while applying and interviewing for a job with an organisation. This includes all the interactions between an organisation and the candidate such as their experience including the job search on the company website or social media sites, and the initial interest from the company, to the offer, or the non-offer.

Candidate Resentment:

Candidate Resentment is defined as the point at which a job candidate becomes so dissatisfied with the recruiting process and potential employer they give up all interest in working for that company. The message the company communicates to the candidate is that he or she is not valued as a potential employee.



A common measure used in human resources to evaluate the average costs incurred in recruiting and hiring new employees. Generally the equation is total recruitment costs divided by total number of new hires. Typical components of this measure include relocation costs, advertising/job board fees, interviewing expenses, referral bonuses, recruitment staff compensation, skills assessment and pre-employment screening.




Equal Employment Opportunity:

A system of employment practices under which individuals are not excluded from any participation, advancement, or benefits due to race, colour, religion, sex, national origin, or any other action that cannot lawfully be the basis for employment actions.



Recruiting methods that take place via the Internet.

Extended Workforce:

The portion of a company's workforce made up of temporary employees, vendor employees and independent contractors.




Fair Credit Reporting Act (FCRA):

The FCRA is designed to protect individuals, by promoting accuracy, fairness, and privacy of information in the files of every Consumer Reporting Agency (CRA). Companies that perform pre-employment screening services are governed by the FCRA, as are the employers that use background screening services.

Form I9:

Federal form required of all appointees to verify their U.S. citizenship, or if they are aliens, their eligibility for employment in accordance with the Immigration and Naturalization Act of 1986.





An operating language established by voluntary members of the human resources community who agree to use common definitions to facilitate automated exchange of all HR-related data between organisations. HireRight is a founding member of the HR-XML Consortium.

Human Resource Management Systems (HRMS), aka Human Resource Information Systems (HRIS):

Software-based systems that manage all or a part of the human resources function of an organisation. Typical functionality includes employment demographics, benefits/compensation management, training, payroll and reporting.




Management reports:

Reports designed to reflect pre-screening report activity. An example is a report that displays turnaround time for reports and types of reports ordered. This is different from the pre-employment screening report, which displays information specific to the individual candidate.




Pre-employment screening:

Pre-employment screening services can include background screening, drug screening, skills assessment and behavioral assessment. A thorough background screen verifies important factual information about a prospective employee (i.e. identity, employment history, education credentials). It also helps gain critical information about an applicant’s character and past history that isn’t always apparent in an interview or application, such as criminal history, credit history, and driving record.


A term used for integrated software solutions that have been jointly developed, built, tested and proven prior to being released to the public.




SSL (Secure Sockets Layer) encryption:

A protocol designed to provide secure encrypted communication over the Internet.





A common measure used in human resources to evaluate the average amount of time it takes to fill an open position. This is normally measured from the point the job request is submitted by the hiring manager to the point the new employee walks in the door.


Turnaround Time:

Time taken to complete the background check.




Unable to Verify (UTV):

A check is classified as UTV when our researchers are unable to verify certain facts stated in a candidate’s application. This could be due to a variety of reasons such as a lack of reply from an educational institution or place of employment.





Short for Extensible Markup Language. XML is a language designed especially for Web documents. It enables the definition, transmission, validation, and interpretation of data between applications and between organisations.