When Can An Employer Do A Background Check

Yous've filled out hundreds of applications, interviewed with dozens of employers, and finally, received an offer! Celebration fourth dimension! But wait – your offer is dependent on a background check and drug exam? Panic sets in as you have never had to do a groundwork screening or a drug test before, and yous have no thought what to expect.

What is your new employer looking for exactly? How far back will they cheque? And why exercise you demand a drug test?

Worry no more! Background checks (too called groundwork screening, employer screening, or employment verification) are very common and, generally speaking, a piece of cake! Around 95% of employees in the U.S. are screened in some fashion before they are officially hired for a task. Today, we'll have you through the ins –and outs of background screening, to put you at ease and get you to work.

Candidates in the U.s.a. are screened in some fashion before they are officially hired for a task. We are going to accept you through the ins-and-outs of background screening, to put you at ease, and get you into your dream job.

Groundwork Screening – How It Works

At some point, most likely mail-offer, your new employer volition let you know that they demand to exercise a background screening. They volition provide you with a disclosure form and inquire you to sign an authorisation for the screening. Once signed, this permits your potential employer to request a written report from a third-political party Consumer Reporting Agency (CRA), like HireRight, to examine specific areas of your life.

It's important to note that your futurity employer decides what kinds of background screenings volition be conducted, not the CRA. In the U.S., the Off-white Credit Reporting Act (FCRA) has strict guidelines about how an employer, through a CRA, can request a groundwork screening. The FCRA and state laws provide consumers' rights as they pertain to data independent in their background reports in general.

How do CRA's conduct these background checks? CRA's, like HireRight, employ various means to verify your information, including digital verifications, searching public records, and calling employers and educational facilities. In some jurisdictions, a visit to a courthouse to obtain documentation may exist required. Our researchers often consider themselves highly analytical, looking to consummate verifications as efficiently and effectively as possible!

Learn About the Life of a Verification Researcher

We know that candidates are anxious to get results from their checks. The CRA works equally apace to research all of the requested data, assemble it in a written report and render information technology to your potential employer. Today, many CRA's similar HireRight use online portals for quick and convenient communications. The entire process more often than not takes a few days but can take upward to a couple of weeks. Why? Some searches and verifications are contingent on returned phone calls and public tape systems – and that admission tin be impacted past holidays, regime shut-downs, or even pandemics.

Why Are Background Checks Needed?

Each yr, HireRight surveys thousands of Human Resource professionals and shares those results in our annual Global Criterion Report. We learn why they perform screenings and the nigh mutual types of searches and verifications requested. Such screening may seem intense and unnecessary to candidates but retrieve of it from an employer's betoken of view. They need to know that the person they are hiring is truthful nigh the information provided to secure the task. A quick web search can reveal some meaning cases of employment fraud, demonstrating the need for background checks.

The nearly common types of background checks search for criminal activity, verify employment and education, including identity verification, and request driving records. Some employers also review credit, and social media, and conducted drug tests. What kind of screening volition you become? It depends on the employer and the job position – if you lot work in finance, your credit may exist checked. If you are a driver, your driving records will probably be screened.

Let's demystify the most common background checks

Employment Verification
With your consent, your future employer can request that nosotros contact your past employers to verify that you were employed at that place. The CRA will contact your quondam employers to verify dates and positions held. References may besides be contacted.
ProTip: Accept your pay stubs or W-ii's ready to speed along the verification procedure. Sometimes the CRA cannot reach your former employer, or they are no longer in business, and this will help.

Instruction/Licenses
Similar to employment, the CRA volition contact educational institutions to verify your course of study, degrees, and/or whatsoever professional licenses. Many educational institutions don't respond directly to requests for information and instead subscribe to an education records reporting provider. These providers verify educatee records, transcripts, and degrees and protect against fraudulent information supplied past "diploma mills."
ProTip: As with verifying employment, you might be asked to provide a copy of your transcript, certificate, or caste.

Criminal Records
The CRA may search canton, land, and federal courts for criminal records. How far back in history they go is determined past the employer's requirements and the FCRA or state or local laws. The FCRA and some states restrict the reporting of convictions that occurred more than vii years agone unless sure exceptions are met.

Identity
An identity search verifies that you accept a validly issued ID and that your name is assigned to that ID number. The search is performed through various sources, depending on the country where your ID was issued.
ProTip: You lot may exist asked to provide your commuter'due south license or passport, so accept them ready.

Motor Vehicle Record
If your role involves driving, your future employer will probable bank check your motor vehicle record (MVR). An MVR is oftentimes necessary for them to provide you lot with a work vehicle.
ProTip: It's all-time to have a discussion with your prospective employer and disclose anything on your MVR that might raise a red flag, such every bit speeding tickets or driving-related crimes.

Drug Testing
If your employer requires a drug test, yous will be asked to go to a collection site and provide a sample which is typically urine, saliva, or hair. The types of tests performed, such as what drugs are in scope for the exam, are determined past your hereafter employer. For instance, while many states have legalized marijuana (medically or for recreational adult use) not all states require that employers accommodate its use. Check with your futurity employer if you have questions on the drug exam and their workplace drug policy.

The Truth, the Whole Truth, and Nothing But the Truth

HireRight found that 54% of employers found discrepancies in employee background checks. The well-nigh usually found discrepancies are previous employment, criminal history, and education credentials. Not all of the discrepancies are intentional, but the employer will brand hiring decisions based on the information they are provided. These inconsistencies volition likely be discovered during a background screening.

At this point, you may be having some anxiety over an upcoming background screening. What if you lot accidentally provide incorrect information? What if you embellished or made a small fib on your resume or application? Have a deep jiff, and let's go over the next steps.

Resumes and work histories are long, and we do not ever remember things like exact employment dates. Many employers will understand a faulty memory and will not hold it against you. Providing pay stubs via the application portal tin can verify correct dates of employment. If your inconsistencies are more profound, such as big date discrepancies, you may want to be upfront with your recruiter and explain any large gaps in employment.

Nevertheless, if there are items on your resume that are complete fabrications, it's time to come clean with your future employer. After all, they are going to find out about it. This may or may not impact your job offer – but you will never know unless y'all tell the truth. If you are reading this and are currently seeking a new job, now would be a adept time to check out your resume and make sure that it isn't a work of fiction.

What Next?

If an employer finds misrepresentations or negative elements in your background bank check, it'south upwards to them to decide what to do with that information. – the CRA does not decide whether you lot are hired, nor does information technology brand recommendations. You can e'er request a copy of your background report to better understand the reported information.

Suppose the negative aspects of your report do indeed bear upon your offer. In that case, your prospective employer has a legal obligation to inform y'all of the potentially agin action and give you a reasonable opportunity to dispute the accuracy or abyss of the findings directly with the CRA. If yous initiate a dispute with the CRA generally, within 30 – 45 days, the CRA will complete their investigation of the disputed information and will notify y'all of the results. Should you still be unsatisfied, you have the option to include a cursory statement to rebut the findings. If an employer makes an adverse employment decision, such as revoking your task offering, based in whole or in part on the findings of the groundwork report, they must send you lot an adverse activeness notice advising you of their conclusion.

For a complete breakup of each party's obligations and your rights in the background screening process, read the Fair Credit Reporting Human action (FCRA).

We hope that you are a trivial less anxious nearly whatsoever upcoming groundwork checks! Adjacent calendar week we volition have a deeper dive and reply some of the most frequently asked questions well-nigh background screening.

HireRight

HireRight is a leading provider of on-need employment background checks, drug and wellness screening, and electronic Form I-nine and Eastward-Verify solutions that assist employers automate, manage and control groundwork screening and related programs.

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