While most background checks seem to go smooth and require little work after being submitted, every now and then a report may come back that needs certain actions on your part. Hopefully, you have a procedure when these instances occur but if not, just follow these five simple steps!
Ensure Report’s Information is Correct
While VeriCorp has a less than 1% inaccuracy rate, there is still a chance that certain information pulled may be from people other than your applicant. Oftentimes, we’ve seen that issues occur when numbers are transposed on the date of birth or social security numbers. Most of the time the background reporting agency should be able to catch these discrepancies during the process but if the applicant has a common name, chances are false information may be passed along. To help ensure that these sort of issues do not arise, always double check the information you submit to the agency and if possible provide other forms of identifiers (middle names, addresses, race, or any other information that may help narrow searches). If at any point during the process or after you’ve gain the completed report, you notice an issue with the information you’ve provided, you should contact that agency right away or reorder those reports with the correct information.
Review Your Policy
While in an ideal world none of your employees would have a record, but we do not live in an ideal world. When hiring for a certain position, you should have a draft of what the ideal candidate has and what would be automatic reasons to not hire. A person with a DUI may not warrant a need to not hire if the position is a desk job.
Begin the Adverse Action Process
If you’re new to the hiring role and or never have handled rejecting a job candidate due to background check information, you may be unaware of the adverse action process. Per the FCRA, an employer is supposed to give out a Pre-Adverse Action letter to that applicant giving them a copy of their report and stating what the issue on the report is and why they are being rejected the job. Your applicant will need to review this information and see if there are any discrepancies.
Handle Disputes If Any
If during the Pre-Adverse Action phase there appear to be some issues with the report, the applicant needs to contact the CRA that handled the background check and give them further information. It is that CRA’s responsibility to go through the report and see if there were any errors. VeriCorp has less than 1% discrepancies, making your job that much easier since you will never have to deal with this process.
Send Out Final Adverse Action and File Away
If no mistakes were made on the CRA’s side of the report than you will send out the final Adverse Action letter. This letter will act as the means to end the process for you and your applicant. You’ll want to keep all these records on file for at a minimum of 7 years for possible legal purposes.