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Let the applicant know that the company conduct pre-employment background checks, drug screening or other qualifying tests for employees to give them a fair warning and also remove out applicants who know the process may disqualify them.
It is crucial to partner with background check companies that follow the regulations of the Fair Credit Reporting Act. Conducting your pre-employment background checks by using data found online can get you in trouble, like getting sued.
Here are ten steps for carrying out pre-employment check that is legal, fair and consistent:
Get Legal Advice, and Check with the Insurance
It is crucial to consult with a lawyer before deciding to carry out pre-employment background checks. They can help make sure you progress in the right direction. Also, contact your corporate
carrier and discuss the liability plan.
Build a Policy
Never start this program without a well-reviewed company policy for performing background checks. To carry out current background checks, include that information and possible causes for the checks in the policy.
Choose an FCRA-Compliant Service that Specializes in Pre-Employment Checks
Choose a background check provider that follows FCRA regulations and ask the company to provide documentation to support its claims.
Let the applicant know that the company carries out pre-employment background checks, drug screening or other qualifying tests for employment to give them a fair warning and also remove out applicants who know the process may disqualify them.
Make a Contingent Job Offer
Always perform a background check only after providing an extended with a job offer.
Perform the Background Check
Each background check provider operates differently. In most cases, you only need to log in to the provider’s secure website, answer a few questions and submit the request. Background checks usually take two to four days to complete according to the number of specific screening you are carrying out.
Carefully Review and Consider the Findings
During the background check, review the information it shows in a thoughtful manner. There may be convictions on the report, but it is also essential to know how recent they are and if they are relevant to the job. But, if there are any sexual or violent convictions, think through the consequences of onboarding the person. If possible, it will be helpful to contact your attorney.
Follow up on Results
Contact the applicant to ask follow-up questions. This will also help them clear their name, correct misreporting or offer context. In case a job offer is withdrawn, share facts you found and why it matters.
Screen all candidates. Do not background check a few candidates and not others.
Save the Records
Maintain a record for at least one year from the close of the job posting and include any candidate you have temporarily offered a job and screens. Be cautious when filing the records away in case a former applicants questions about their report, wants a copy or sues the company.