no, if efficiency were your primary concern, then you would work to lower the adverse action rate of 11%, because typically you need to manually review each potential adverse action to avoid violating the FRCA when you reject the candidate. "clear" records require no manual review (obviously) so are more efficient than finding adverse records.

by contrast, uber & lyft are able to do background checks with less than a ~2% adverse action rate.

it's debatable that background checks make passengers safer, so getting rid of background checks altogether would be the most efficient of course.

checkr (https://checkr.com/) has built a nice little business doing background checks despite the inefficiencies.