Process Improvement RFP AT A GLANCE Some guidelines on things to ask before entering a new contract. By The Editors A request for proposal (RFP) is a business standard when organizations vet service providers before entering a new contract. There are some nuances HR executives need to know when going out to market for a pre-employment screening program. The RFP should include a summary statement, which is a description of the services that are being sought and are expected of the program. For example: " Our organization is looking to vet potential employees based on specific criteria and maintain state and federal compliance. " Organizations are also best served to outline the anticipated goals of the program and any technology that is required. Some of the intended goals may include: * Decrease time to hire. * Verify candidates' history. * Validate credentials. * Maintain state and federal compliance. * Decrease hiring risk. * Improve candidate experience. * Integrate services with application tracking system or other technology. [8] Pre-employment Screening Provider Directory A summary scope of work can further detail the expectations of the contract, including specifics on the number of screens per year and any technology solutions and/or integrations. A RPF should also include key performance indicators (KPIs) and service level agreements (SLAs), plus a thorough description of the quality expectations and the metrics to quantify quality. Some of the common KPIs and SLAs that human resources executives and hiring managers should consider include: * Quality of hire * Time to hire * Client satisfaction * Candidate satisfaction * Data and reporting * Turnaround time * Accuracy * Compliance * Cost reduction