What Is Job Background Check

You've filled out hundreds of applications, interviewed with dozens of employers, and finally, received an offer! Celebration time! But expect – your offer is dependent on a background cheque and drug test? Panic sets in as yous have never had to practice a background screening or a drug test before, and you take no idea what to expect.

What is your new employer looking for exactly? How far back will they check? And why do you need a drug exam?

Worry no more than! Background checks (also called background screening, employer screening, or employment verification) are very common and, mostly speaking, a slice of cake! Around 95% of employees in the U.S. are screened in some mode before they are officially hired for a job. Today, we'll take yous through the ins –and outs of background screening, to put you at ease and get you to work.

Candidates in the U.s. are screened in some fashion earlier they are officially hired for a job. We are going to take you through the ins-and-outs of groundwork screening, to put you at ease, and get yous into your dream chore.

Background Screening – How It Works

At some point, almost probable post-offering, your new employer will permit you know that they demand to exercise a background screening. They will provide you with a disclosure form and enquire y'all to sign an authorization for the screening. Once signed, this permits your potential employer to request a report from a third-party Consumer Reporting Agency (CRA), like HireRight, to examine specific areas of your life.

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

How do CRA'south comport these background checks? CRA's, similar HireRight, employ diverse 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 be required. Our researchers often consider themselves highly belittling, looking to complete verifications equally efficiently and effectively as possible!

Learn Virtually the Life of a Verification Researcher

We know that candidates are anxious to get results from their checks. The CRA works equally quickly to research all of the requested information, get together it in a report and return it to your potential employer. Today, many CRA's like HireRight utilize online portals for quick and convenient communications. The entire procedure generally takes a few days merely tin take upward to a couple of weeks. Why? Some searches and verifications are contingent on returned phone calls and public record systems – and that admission tin be impacted by holidays, government shut-downs, or even pandemics.

Why Are Background Checks Needed?

Each year, HireRight surveys thousands of Human Resources professionals and shares those results in our annual Global Benchmark Report. We acquire why they perform screenings and the most common types of searches and verifications requested. Such screening may seem intense and unnecessary to candidates merely think of information technology from an employer's point of view. They need to know that the person they are hiring is truthful virtually the information provided to secure the job. A quick spider web search can reveal some meaning cases of employment fraud, demonstrating the demand for groundwork checks.

The most 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 will you get? It depends on the employer and the job position – if you work in finance, your credit may be 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 time to come employer can request that nosotros contact your by employers to verify that yous were employed there. The CRA will contact your former employers to verify dates and positions held. References may also be contacted.
ProTip: Have your pay stubs or W-two'due south prepare to speed forth the verification procedure. Sometimes the CRA cannot reach your erstwhile employer, or they are no longer in business organization, and this will aid.

Education/Licenses
Similar to employment, the CRA will contact educational institutions to verify your class of study, degrees, and/or any professional person licenses. Many educational institutions don't respond directly to requests for information and instead subscribe to an education records reporting provider. These providers verify student records, transcripts, and degrees and protect against fraudulent information supplied past "diploma mills."
ProTip: Every bit with verifying employment, you might be asked to provide a copy of your transcript, document, or degree.

Criminal Records
The CRA may search canton, state, 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 than seven years ago unless certain exceptions are met.

Identity
An identity search verifies that you have a validly issued ID and that your proper name is assigned to that ID number. The search is performed through various sources, depending on the country where your ID was issued.
ProTip: Y'all may be asked to provide your driver's license or passport, and then have them ready.

Motor Vehicle Tape
If your role involves driving, your future employer will likely check your motor vehicle record (MVR). An MVR is often necessary for them to provide you with a work vehicle.
ProTip: It's best to have a discussion with your prospective employer and disclose anything on your MVR that might enhance a ruddy flag, such as speeding tickets or driving-related crimes.

Drug Testing
If your employer requires a drug test, you lot 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 test, are adamant by your future employer. For example, while many states have legalized marijuana (medically or for recreational adult use) non all states require that employers accommodate its use. Check with your future employer if you have questions on the drug test and their workplace drug policy.

The Truth, the Whole Truth, and Zilch But the Truth

HireRight establish that 54% of employers found discrepancies in employee background checks. The virtually commonly plant discrepancies are previous employment, criminal history, and education credentials. Not all of the discrepancies are intentional, only the employer will make hiring decisions based on the information they are provided. These inconsistencies will likely be discovered during a groundwork screening.

At this bespeak, you may exist having some anxiety over an upcoming background screening. What if you accidentally provide incorrect data? What if y'all embellished or made a pocket-sized fib on your resume or application? Take a deep breath, and let'south get over the side by side steps.

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

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

What Next?

If an employer finds misrepresentations or negative elements in your background check, it'southward upward to them to decide what to do with that information. – the CRA does not determine whether y'all are hired, nor does it make recommendations. You can always request a copy of your background study to meliorate understand the reported data.

Suppose the negative aspects of your report do indeed impact your offer. In that example, your prospective employer has a legal obligation to inform yous of the potentially adverse action and give you a reasonable opportunity to dispute the accuracy or completeness of the findings direct with the CRA. If you 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 withal be unsatisfied, you have the option to include a brief statement to rebut the findings. If an employer makes an adverse employment determination, such as revoking your task offer, based in whole or in part on the findings of the groundwork report, they must send you an adverse activity notice advising you of their determination.

For a consummate breakup of each party'due south obligations and your rights in the background screening process, read the Fair Credit Reporting Act (FCRA).

We hope that yous are a little less anxious virtually any upcoming background checks! Side by side week we volition take a deeper dive and respond some of the nigh frequently asked questions about background screening.

HireRight

HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control groundwork screening and related programs.

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