What Does Consider Mean On A Background Check

Background checks are performed at the terminal stage of the employee choice process. Put just, they're legal checks into a candidate'south past to bank check that they actually are who they say they are.

When you've decided on the person yous'd like to rent, an employment groundwork check will provide extra reassurance that your candidate is qualified for the position and will pose no legal threat to your business. Companies that do non run a groundwork bank check risk potential liabilities from issues that may arise when a candidate has been untruthful, or omitted details of their employment or criminal history.

Background checks can take many forms. The well-nigh common examples are checks of:

Criminal records
Credit reports
Driving records
Verification reports (eastward.g. identity, education, work history, SSN).

When you perform a candidate groundwork check as a pre-condition of employment, you are legally obliged to piece of work in accordance with the Fair Credit Reporting Human action (FCRA.) The FCRA is a federal law that governs the product and use of consumer reports for employment. The law is there to protect you equally an employer, from claims of negligent hiring, and your candidate from privacy breaches or discrimination.

Using these types of checks help you lot uphold your decision to hire your best candidate or avoid hiring someone who proves unsuitable.

Why conduct a background cheque through Workable?

Workable integrates with Checkr – an online platform that specializes in background checks for employment in the U.S. This partnership helps make your employment background check process:

Efficient: Workable is a platform to manage your entire recruiting process. Through the integration with Checkr, you can asking and run a groundwork cheque without having to switch windows or log in and out of multiple systems. That way, you lot tin can keep track of candidates and groundwork reports in one place.
Legally compliant: Background checks are regulated past federal and state laws (e.g. the Fair Credit Reporting Act.) Companies are mainly obliged to:
- Inquire for candidates' consent earlier they perform checks.
- Avoid discriminatory background checks (eastward.g. genetic information.)
- Keep candidates informed about adverse hiring decisions (denying employment based on the check's results.)
- Requite candidates information most their rights regarding background checks.
- Give candidates the time and the means to dispute false reports.

All these tin can be burdensome for companies to do on their ain. Workable and Checkr piece of work together to ensure there's a legally compliant process already in identify whenever yous decide to run groundwork checks. Your only responsibility toward compliance will be to apply the same off-white standards to all candidates when requesting groundwork checks and using the results to brand hiring decisions.

Not using Workable however? Request a demo to learn how you tin improve your hiring process with our all-in-one recruitment software.

What does the groundwork check process look like with Workable and Checkr?

Before y'all offset the groundwork checking process, we suggest that you lot explicate to candidates that a successful groundwork check is a pre-status of their employment. You must:

Country that any data found will be considered when making the final hiring conclusion
Make the candidate enlightened that the process will not go ahead without their written consent; and,
Explain that they will be receiving an email from Workable to which they must respond.

To remain compliant, the first fourth dimension you request a candidate background check using Workable, you will be asked to sign an agreement with Checkr. This is to confirm that the check is for employment purposes merely. From and then on, you can initiate background checks straight from the candidate's contour in Workable:

Initiate a background check with Workable

At that place are currently two types of background checks bachelor via Checkr (with more planned for the hereafter.) The Professional option differs from the Standard option by offering an unlimited number of county criminal searches that remember candidates' possible criminal records (eastward.m. convictions, charges) from canton courts.

Standard	Professional person
Social Security Number (SSN) validation	Social Security Number (SSN) validation
Sex Offender list	Sex activity Offender listing
Global watch listing	Global watch list
National criminal search	National criminal search
One (1) county criminal search	Unlimited county criminal searches

After making your selection, Workable will contact your candidate via email asking for their consent. This email will also:

Include the necessary documents that are needed for compliance with the FCRA.
Explain that the results of this background check will contribute to hiring decisions and passing the check is a pre-condition of employment.
Provide information nearly Checkr as the screening company (name, accost, contact details.)

When the candidate replies confirming their consent, go out the entire procedure to Checkr. Checkr's experts will:

Gather the necessary information from the candidate (current address, date of nascency, SSN, commuter's license number & issuing state.)
Conduct their investigation.
Produce a study for you.

How to run a background check report

When Checkr's study is ready, you will receive a notification in your Workable inbox and on the candidate's profile:

Run a background check report in Workable — Groundwork cheque report in Workable

The report will exist marked every bit "articulate" or "consider":

What does 'clear' mean on a background cheque?

"Clear" ways that cypher of concern was found and you tin can continue your hiring procedure with this candidate.

What does 'consider' mean on a background bank check?

"Consider" means that the investigation has establish something that you may wish to consider earlier proceeding with the hiring procedure. Items marked "consider" are there to facilitate your hiring decision—not the make the decision on your behalf.

Initiating agin action later a background check

In this context, "agin action" means denying employment to a candidate because of data found in their background check. Should this happen, Workable and Checkr guide yous through this process in accordance with the FCRA.

To begin the disqualification process, initiate adverse action directly from the candidate'south profile in Workable. (Notation: the candidate isn't immediately disqualified once you practice this, as they accept the right to reply):

initiate adverse action in Workable — Initiate adverse action in Workable

At this request, Checkr will email the following to the candidate on your behalf:

A copy of their background report.
Written notification of pre-adverse action (your intent to deny employment.)
The certificate "A Summary of Your Rights under the Off-white Credit Reporting Human action."

Candidates can dispute the report within a set period of time. If they do, Checkr will perform farther investigation free of charge. At the end of this procedure, Checkr will let yous know if the study is updated with new information or remains the same. So, you tin can decide whether to proceed or to deny the candidate employment.

By using Workable and Checkr combined, y'all will remain fully compliant and you'll accept saved your hiring team time and effort. Use the data from your background check reports to make more than informed hiring decisions.

Not using Workable yet? Asking a demo to acquire how you can amend your hiring process with our all-in-one recruitment software.

Related reading:

Employer essentials for employment background checks
How to address background check red flags
Setting up an Employee Background Bank check Policy