customerserviceUsing background checks during the hiring process is a beneficial way to help employers make an informed hiring decision. You will gain insight into an applicant’s work history, habits and performance. Using background checks will reduce your risk, but you do need to exercise screening with caution and consistency. That is why an experienced Consumer Reporting Agency (CRA) is a valuable partnership to have.

  1. Choose the background check category. Background checks are not a one size fits all investment. There are a variety of items you can cover with a background check, including: criminal, educational, work history, motor vehicle, employment eligibility status, etc. It is important to only procure information needed in your industry. Applicable laws change frequently; having an experienced consultant will make it a smooth process.
  2. Prepare candidates. Employers must disclose and obtain written consent to perform a background screen on a candidate or current employee. The candidate should know what the report will cover and be provided with a copy of their FCRA rights.
  3. Choose the right CRA. Not all background screening companies are created equal. Perform your due diligence to ensure that you are choosing the best fit for you and your company. Your CRA should be current on all legal issues surrounding background checks and all laws regulated by the Equal Employment Opportunity Commission (EEOC) and Fair Credit Reporting Act (FCRA).
  4. Follow-up. Once a background check is complete, you must notify applicants or employees of any decisions made that were based on the background check and give the person a chance to review the information and respond accordingly.

If you have any questions about creating a background check policy or how you can implement or update your current system, contact one of our experienced consultants today.