If you’ve ever had to delay a critical hire because fingerprinting took weeks instead of days, you already know the problem. In regulated industries like healthcare, education, and financial services, fingerprint-based background checks aren’t optional. They’re the law. Yet somehow, in 2025, most organizations are still managing this process like it’s 1995.

Manual scheduling. Paper trails. Scattered compliance records. Frustrated candidates who can’t figure out where to go or when. And at the end of it all, a hiring timeline that stretches far longer than it should.

The real cost isn’t just time. It’s lost talent, compliance risk, and the operational burden of piecing together a process that should be seamless.

The Gap Between Compliance Requirements and Operational Reality

Here’s what makes fingerprinting uniquely challenging: unlike name-based background checks, fingerprint searches connect directly to FBI and State Department of Justice databases. That means they catch records that other screening methods miss. For industries where safety and trust are non-negotiable, this level of accuracy isn’t just preferred. It’s mandatory.

But that gold standard comes with complexity. In states like California and Florida, where fingerprinting requirements are particularly strict, organizations face a maze of regulatory obligations. HR teams need to schedule appointments, track completion rates, maintain audit-ready documentation, and ensure every submission meets FBI image quality standards. When these steps happen across disconnected systems or worse, through manual coordination, the whole process becomes a compliance liability waiting to happen.

The question isn’t whether fingerprinting matters. It’s whether your current approach is protecting your organization or just creating more work.

What Enterprise-Grade Fingerprinting Actually Looks Like

At UBS, we’ve spent years helping organizations navigate the full spectrum of background screening challenges. We understand that compliance isn’t just about checking boxes. It’s about building systems that work at scale without adding friction to your hiring process.

That’s why we’ve partnered with Biometrics4ALL, an FBI-approved channeler that has fundamentally rethought how fingerprint background checks should work in a modern organization.

Their Applicant Services platform turns what used to be a scattered, manual process into something centralized and automated. Think of it as a control center for all your biometric screening activity. HR teams can schedule and track fingerprint appointments, monitor compliance status in real time, and access audit-ready reports without jumping between systems or chasing down paperwork.

For applicants, the experience is equally streamlined. They access the platform from any device, submit their information securely, and book appointments at one of over 15,00 Live Scan locations nationwide. With a 99.43% FBI image approval rate and FBI-audited security with two-factor authentication built in, every transaction meets the highest standards for accuracy and data protection.

This isn’t just faster. It’s fundamentally more reliable.

How it works

• For HR Teams: Track, manage, and stay on top of fingerprinting background checks via a purpose built dashboard to ensure compliance

• For employees: Submit personal data, book appointments, and complete fingerprints from any device

• Results flow into your screening workflow and compliance documentation is audit-ready

Why Integration Matters More Than You Think

The biggest operational challenge in background screening isn’t any single step. It’s the handoffs between steps. When fingerprinting lives in one system, traditional background checks in another, and compliance tracking in a third, nothing flows the way it should.

By integrating Biometrics4ALL’s platform with UBS’s comprehensive screening services, we’ve eliminated those friction points. You get one partner, one platform, and one source of truth for your entire background check workflow.

That integration delivers tangible benefits. Real-time visibility into where every applicant stands in the process. Automated compliance reminders so nothing falls through the cracks. Centralized data management that makes audits straightforward instead of stressful. And faster turnaround times because the entire process is digitized from end to end.

For organizations hiring at volume, especially those operating across multiple states with varying fingerprint requirements, this level of coordination changes what’s possible.

The Strategic Advantage of Getting This Right

When fingerprinting becomes a bottleneck, it doesn’t just slow down hiring. It affects your ability to compete for talent, respond to growth opportunities, and maintain the compliance posture your industry demands.

Organizations that solve this problem don’t just move faster. They reduce risk. They improve the candidate experience. They free up HR teams to focus on strategy instead of logistics. And they build a foundation that scales as requirements evolve and hiring volumes increase.

This partnership between UBS and Biometrics4ALL is designed to deliver exactly that advantage. Whether you’re managing fingerprinting for ten employees or ten thousand, the goal is the same: turn a compliance requirement into a competitive strength.

Ready to Modernize Your Fingerprinting Process?

If your current approach to fingerprint background checks feels more complicated than it should be, it probably is. The good news is that there’s a better way, and it’s available now.

Schedule a consultation with our team. Let’s talk about what compliance-forward fingerprinting can do for your organization.

Because the organizations winning the talent war aren’t the ones working harder. They’re the ones working smarter.