What Does A Company Mean When They Says We Have No Problem After Performing A Background Check

Great candidates aren't always like shooting fish in a barrel to find. When you do find 1, you want to have activeness—and fast. One time y'all're set to move frontwards, you extend an offering conditioned upon the completion of a groundwork check. But what do yous exercise when faced with a failed background check afterward making a job offer?

Background check results with reddish flags tin throw a wrench in your plans to hire a candidate, and there are specific steps you need to have to carefully weigh your options. Here'due south what you demand to know when considering taking agin activity afterward a background check.

What Is a "Failed" Groundwork Bank check?

Though a groundwork check is not a traditional graded test like the kind we took in school, it can yield helpful data about a candidate and their suitability for hire. A thorough groundwork check can uncover criminal history and determine if candidates possess valid licenses to practice in their field. There are no letter of the alphabet grades, only certain results tin tell you lot whether information technology'southward safe to continue with a hire, or if y'all need to accept a step back and review the results more closely.

Depending on the results of their background check, candidates can "pass" when background check results suggest there are no risks associated with hiring the candidate, and you move forward. However, a "neglect" can indicate there is something in a candidate's groundwork check results which requires farther review.

If your candidate has a failed groundwork bank check after a job offer, it'southward critical to have the time to assess the nature of the detail findings. One offense, or "hit," may non automatically bespeak a problematic background bank check result, especially if it occurred many years in the past and is at a depression level of seriousness. More recent or violent offenses tin can be more concerning. Here are some examples of background check results which might indicate a need for farther review:

Extensive criminal history, including any combination of violent crimes, repeat offenses, sexual offenses, or convictions for embezzlement or company theft
Evidence of misrepresented credentials, including didactics, employment or certifications and licenses, including fake degrees
Serious driving offenses (for individuals applying for driving positions)
Positive test results for restricted or illegal substances

Steps for Considering and Managing Adverse Action

There are times when you lot may need to reconsider a job offer based on background check results, but earlier yous have whatever adverse action, you'll demand to consult your internal policies and abide by legal guidelines. Follow these half dozen steps to guide your actions with candidates who have failed their groundwork bank check later a task offer:

1. Follow a compliant disclosure and authorization process

To help candidates understand what can happen during the background check procedure, it'south essential to spell it out in your background bank check disclosure form. Brand sure your disclosure form states your intent to use background check information to brand employment-related decisions, and be certain to get candidate dominance before proceeding with the background bank check.

2. Follow your hiring policy

In the event you have a candidate with potentially risky background check results, you'll demand a policy in identify to outline the actions you will have. Your hiring policy should describe the circumstances in which an offer of employment can be affected by groundwork check results. You may detect it helpful to include a decision tree in your policy, to give you lot a visual map of "if, then" action steps you lot can take when considering possible adverse action. For example, under your policy, candidates with violations involving company theft may require farther review. In contrast, candidates with a single misdemeanor in their past might keep in the hiring process.

3. Provide agin action notification beforehand

One time you've determined a need for further review, you lot will demand to make proper notification to candidates. Anytime you are considering adverse action based on background cheque results, you'll need to provide candidates with the following documents, every bit required by the FCRA:

Pre-adverse activeness letter
A copy of the background report
A copy of the document "A Summary of Your Rights Under the Off-white Credit Reporting Deed"

4. Give the candidate time to reply

Candidates may not always be aware of information in their background that could impact their employment. Even if they are aware of criminal or other findings from their groundwork check, they need an opportunity to view the results, understand their rights, and gear up a response. Make sure your policy outlines how much time you will give candidates to respond during the agin action procedure. Many organizations provide v days, though yous may determine to provide more.

5. Advisedly determine if you can motion forward

Withdrawing an offering of employment is not like shooting fish in a barrel, particularly with a great candidate who is otherwise a potent fit for your organization. Therefore, you'll want to be sure you accept taken all the necessary steps to make an informed decision—and 1 you won't regret later. At this fourth dimension, yous'll need to consult bachelor partners and resource to brand certain you lot accept covered all bases. The post-obit individuals and resource tin can aid you:

Legal counsel
Your hiring policy
Applicable laws for your industry, for example, Fiscal Industry Regulatory Authority (FINRA) for financial services candidates, and employment sanction lists for healthcare candidates

half-dozen. Continue with the hire or take adverse activity

Taking agin action is regrettable for both the organization and the candidate, but eventually you'll need to make up one's mind to rescind your task offer or proceed with hiring. Take the time to carefully consider all information before taking activeness, because sometimes candidates may provide new updates to clarify their initial groundwork bank check results.

If the candidate can explain or dispute their background bank check results, and their record is updated or certain results are removed from their record, you may determine yous can move forwards with the hiring process. Conversely, if the candidate can't explain the results or does not dispute them, and you take consulted your policy and other directorate, you lot may need to move forwards with taking agin action.

To take adverse action, you'll need to provide the candidate with an adverse action discover. In the notice, you will land the job offering is beingness rescinded due to adverse background check results that were non disputed. The notice will also demand to include the following details:

The proper noun of the groundwork check company that ran the report
Notification that the decision was fabricated by yous, the employer, and not the background check visitor or credit reporting bureau (CRA)
A copy of their consumer rights nether the FCRA
A copy of the background cheque report
Notification of the candidate's right to request some other copy of their report inside 60 days

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How to Arts and crafts a Comprehensive Background Screening and Adverse Action Policy

The hiring decisions you brand based on background check results have a sizable affect on your organization as well as candidates' careers. As a result, you want your background screening policy to clearly spell out the steps y'all accept to protect the workplace, and the conditions under which you may take agin activeness.

To help you develop a thorough groundwork screening policy and procedure, piece of work with a background screening partner who is committed to helping you follow compliant screening practices and who strives to deliver high-quality background checks. Make sure your background screening visitor performs the post-obit activities:

Focuses on checking the correct people and backgrounds the showtime fourth dimension, so you get accurate results
Helps streamline and navigate the adverse action procedure required under the Off-white Credit Reporting Act (FCRA) past using tools such as the adverse action workflow, advising you lot on best practices and providing real solutions to your daily challenges so yous stay in compliance with applicable laws specific to your various local and state requirements
Conducts periodic reviews to help you keep your hiring practices and policies in alignment

Know How to Approach Failed Groundwork Checks

Existence faced with the option of taking adverse action is less painful when you have a clear policy and the necessary resource to help you. When your background screening policy outlines the actions you'll take when candidates fail their background check, you can be more than certain you oasis't overlooked any required steps. With the help of a reputable background screening partner who understands best practices and your compliance obligations for taking adverse activity, you tin can have greater conviction in your ability to make fair and well-informed hiring decisions.