Background Screening FAQs: Unveiling the Mysteries of Pre-Employment Checks
Are you hiring the right candidates? Or are you hiring candidates that put your organization at risk, bounce around, and can’t do what they say they do? Background screening is your defense system when trying to make quality hires.
Unfortunately, most companies aren’t using background screening to their advantage. In this background screening FAQs blog, we’ll answer the most common questions we get. We’ll then provide insights on making better hires.
If you aren’t sure if you’re doing it right, you aren’t alone! Navigating the world of background checks can be confusing.
What is Background Screening?
Background screening investigates an applicant’s history. The main purpose is to verify their statements and identify any red flags. But it isn’t as simple as it sounds. A good screening can include:
- Employment history: Verifying past job titles, dates of employment, and reasons for leaving.
- Education history: Confirming degrees, diplomas, and attendance at educational institutions.
- Criminal records: Searching for convictions or arrests for crimes relevant to the position.
- Credit history (optional): Assessing financial responsibility, especially for positions involving handling money.
- Driving records (optional): Checking for driving violations, relevant to roles requiring driving.
- Professional licenses: Verifying the validity and status of any professional licenses.
How Long Does Background Screening Take?
The timeframe varies! It depends on the complexity of the check and the efficiency of the screening company. Generally, it takes 3-5 business days for basic checks. More comprehensive checks including verifications from international sources may take longer.
(This is the most frequently asked of our background screening FAQs!)
How Far Back Does Background Screening Go?
The “depth” of a background check, meaning how far back it goes, can depend on several factors:
- Local regulations: Some places restrict how far back a criminal history search can go.
- Company policy: Each company sets its standards for how far back the search goes.
- The nature of the position: High-risk jobs need a more thorough investigation.
Typically, background checks go back 7-10 years for employment history and education verification. Criminal record searches may cover a wider timeframe depending on local regulations.
What is Pre-Employment Background Screening Used For?
Pre-employment background screening helps employers:
- Verify applicant information. Ensure the candidate’s resume is accurate and truthful.
- Identify potential risks. Reduce the chance of hiring someone with a history of fraud or abuse, for example. Incidents involving these individuals could negatively impact the company.
- Make informed hiring decisions. Gain valuable insights to choose the most qualified and trustworthy candidate.
- Promote a safe work environment. Reduce the risk of workplace violence or fraud.
Is Drug Screening Part of a Background Check?
Drug screening is not always included in a background check. It’s a separate service some employers choose to use alongside traditional background checks.
Click here to see our webinar on the Next Generation of Drug Screening.
Where Can I Do a Background Check and Screening?
There are many reputable background screening solutions offering various levels of service. It’s essential to choose a company that complies with federal and state regulations. Consider factors like:
- Experience and reputation
- Services offered and pricing
- Compliance with Fair Credit Reporting Act (FCRA)
- Turnaround time for reports
- Customer service and support
There are many more things to consider!
What Information Can (and Can’t) Be Included in a Background Check?
The Fair Credit Reporting Act (FCRA) regulates what’s included in a background report. It includes:
- Permissible Information: Employment history, education verification, criminal records (depending), and professional licenses. It may also include public records like bankruptcies.
- Off-Limits Information: Race, ethnicity, national origin, religion, marital status, genetic information, disabilities, arrests not leading to convictions, and certain medical information.
Beyond Background Screening FAQs: Get a Deeper Understanding
Background check reports can be complex documents. Here’s what to expect:
- Summary of Findings: A concise overview of the information discovered during the investigation.
- Detailed Verification Results: Breakdown of each verification source. This includes contact information for past employers or educational institutions.
- Public Record Hits: Details of criminal records or other relevant public data found.
- Disclaimer: This clarifies the limitations of the report. It also emphasizes that it shouldn’t be the sole factor in hiring decisions.
Navigating Adverse Action:
If details are revealed that may disqualify a candidate, FCRA mandates specific steps. This falls under ‘adverse action.’ They include:
- Pre-Adverse Action Notice. The employer must inform the applicant of the disqualifying information. This should be in writing and offer a copy of the report.
- Opportunity to Dispute. The candidate has a chance to review the report and contest any inaccuracies. The background screening company must investigate any disputes.
- Final Decision. After considering the dispute results, the employer makes a final hiring decision. They then inform the candidate of the outcome in writing with an explanation if they are not hired.
Beyond the Standard Background Check:
Depending on the position and industry, more screening measures are needed:
- Social Media Screening. Some employers review social media profiles. They do this to assess an applicant’s online presence and cultural fit.
- Reference Checks. Speaking to former colleagues offers insights into work ethic, skills, and behavior.
- Professional Testing. Certain roles need skills assessments to gauge qualifications beyond traditional resumes and interviews.
Maintaining Compliance:
Background screening involves legal considerations. Here are some key points:
- Staying Updated on Regulations: FCRA regulations and state laws can evolve. Employers need to stay informed to ensure compliance.
- Obtaining Written Consent. Always get written authorization from the candidate before starting a check.
- Data Security. Choose a background screening provider with robust data security practices.
There is a great business case for better background screening.
Informed Decisions, Empowered Hiring
Understanding background screening, its uses, and the legalities involved is imperative. Background checks are just one piece of the puzzle. Use them alongside comprehensive interviews, reference checks, and skills assessments. Only then can you get a well-rounded picture of each candidate.
Remember thought, there is a Cost to Bad Background Screening.
Finding the Right Background Screening Partner
Choosing a reputable and reliable background screening company is crucial. Consider factors like:
- Industry Experience. Look for a company with experience in your specific industry. They have a deeper understanding of the unique needs of your hiring practices.
- Turnaround Time: Efficiency matters. Choose a company that offers fast turnaround times without compromising accuracy.
- Customer Support. Strong customer support is imperative. It ensures you have a dedicated point of contact for questions or help.
- Technology & Integrations. Modern background screening companies must often offer user-friendly online platforms. You don’t want to slow down onboarding or hiring! Look for a seamless integration with your Applicant Tracking System (ATS).
By investing in a quality background screening solution alongside a well-defined hiring process, you build a strong foundation for a reliable and successful workforce. Ready to get started? Schedule a demo today!
Have a question we should add to the background screening FAQs blog? Let us know!
Our focus? On your success.
Schedule a demo, or learn more about Mitratech’s products, services, and commitment.
