Celebrating 40 Years of Compliance Leadership
When a company's information is trapped in separate departments instead of being shared, this isolation creates what is known as a "data silo"... and it slows everything down.
Take Human Resources (HR) as an example. When HR teams are hiring new employees, they use different computer programs to get the job done. If the software they use to track job applicants doesn't connect to the software they use to follow legal rules, staff constantly bounce back and forth between the two.
This disconnect causes a few major problems:
In short, when a company's software systems fail to communicate with each other, it frustrates employees, wastes time, and puts the business at risk.
Some companies may treat data silos as minor inconveniences, but in the long run, they quietly drain resources across the entire company and come with these hidden price tags:
When employees have to act as human bridges between disconnected systems, they waste valuable hours manually downloading, copying, and emailing files: in other words, data silos steal time from actual, meaningful work.
If departments aren't sharing data, they probably aren't sharing tools, either. Companies often end up paying double or triple for overlapping software subscriptions and storage space simply because each team buys their own isolated solution.
Leaders cannot make smart choices when they only have half the story. If an applicant’s tracking data is locked away from the company’s hiring timelines, the true time-to-hire becomes a guessing game, which can lead to missed opportunities and costly missteps.
If a job applicant has ever provided their personal information to your recruiting team, only to be asked to type those exact same details into a separate background check website, they have experienced an information trap firsthand. Forcing your human resources staff to manually move data between disconnected systems drastically increases the time it takes to fill open roles, frustrates highly qualified candidates, and often causes them to accept job offers from other companies.
To avoid trapping information, HR departments should use software that easily connects. A shared digital workspace allows information to move freely through every step of the hiring process. For instance, plugging your background check tools directly into your main employee database facilitates visibility and consistency with screening and candidate information.
Three Link Solutions fixes the problem of siloed human capital management (HCM) data by implementing and optimizing Workday, a unified platform for HR, payroll, and finance. This allows HR teams to automate processes and get real-time, cross-functional insights.
Then, DISA plugs directly into Workday to handle background checks. DISA's screening tools talk directly to your main interface, completely removing the need for a separate login. Your background checks and drug tests start automatically based on where the applicant is in the Workday hiring process.
This automatic process takes the stress off your hiring managers, helps you meet every compliance step, and keeps your applicants moving in the process.
Connected systems help companies follow federal hiring laws consistently. Three Link Solutions and DISA Global Solutions combat the issues of data silos in your HR workflow and drive your hiring processes, keeping your systems safe, automatic, and compliant.
While native integrations exist, organizations should consider utilizing experts like Three Link Solutions for complex, enterprise-level setups. An implementation partner ensures that the specific trigger points align flawlessly with your unique internal hiring phases.
No. API integrations are designed to transmit data in the background without affecting the performance or speed of your primary user interface. The communication between DISA and Workday is lightweight and highly secure.
The integrated workflow is configured to halt the automated request until the candidate electronically signs the required disclosure and authorization documents within the Workday portal. Once consent is securely logged, the system proceeds with the scheduling.
If a screening returns information that requires adjudication, the integration securely updates the candidate's status in Workday to notify the HR team. The recruiter can then follow their established internal protocols to review the data while remaining compliant with FCRA guidelines.
DISA Global Solutions specializes in mission-critical compliance solutions for all industries. We are a leading provider of background screening, drug testing, DOT & HR compliance, health services, and I-9/E-Verify. Our consolidated solutions cover the entire employee lifecycle, from hire to retirement.
DISA's industry-leading expertise and comprehensive services help keep your company’s compliance in place, delivering peace of mind every step of the way.
Three Link Solutions delivers innovative Workday solutions built for growing businesses. Our technology-enabled approach accelerates implementations, ensures confident adoption and enhances processes and reporting. We simplify and optimize Workday for customers at every stage with a full suite of solutions and services, including Workday GO activations, deployment, packaged solutions, Built-on-Workday apps, application management services (AMS), flexible staffing and advisory services.
DISA partners with Three Link Solutions to enhance Workday implementation, staffing, and support—helping organizations maximize productivity and ROI across operations.
DISA Global Solutions aims to provide accurate and informative content for educational purposes only and does not constitute legal advice. The reader retains full responsibility for the use of the information contained herein. Always consult with a professional or legal expert.
April 20, 2026
