Background screening is a critical component of any talent acquisition strategy. Without a standard and efficient approach to compiling and authenticating candidate information, organizations will lose their best talent and become vulnerable to risk and compliance issues. Yet, according to Aberdeen’s talent acquisition research, only 4% of organizations cited background screening as the top talent acquisition priority in 2012. In today’s highly competitive market, HR leaders need to think more strategically about background screening-particularly around their technology investments. Many organizations are only investing in screening at specific job levels, while others fail to invest in credible providers that provide accurate information on candidates. With a new set of regulations and an increasing number of dubious providers offering inaccurate information on potential candidates, organizations can no longer afford a haphazard approach to screening. The top criteria used to select a provider include accuracy, turn-around time, compliance and customer service. Additional criteria that organizations should consider include globalization, social media, a positive candidate experience, and total talent acquisition.