Conducting Background Check and FCRA Compliance


A research study revealed that approximately 92 percent of surveyed employers conduct an employment background check. Many employers constantly conduct employment background screening throughout the employment life cycle. It is becoming a norm as up to 87 percent of employers screen during pre-employment. And 15 percent of them run background screening annually.

Hiring the right employees will have a positive impact on the growth and sustainability of the organization. They constantly bring new ways to improve themselves and your company. So, how do you make sure that you hire the right staff?

Conduct a Background Check

Background investigations are the primary way to understand a job applicant deeply. You gather information from other sources besides that given by the applicant. Ensure any background check or scrutiny comply with the Fair Credit and Reporting Act (FCRA) throughout your hiring process. FCRA governs collected and use of personal information data.

Background Check Items

A background investigation and reference check should extend to:

  • Personal information
  • Employment History
  • Criminal record
  • Drug test
  • Driving record
  • Social security
  • Credit report
  • Educational History

Your clients must satisfy minimum requirements based on the company description.

Benefits of a Background Check

  • Promote workplace safety and security: Conducting a background check will limit cases of physical harm and legal liability in the workplace. For example, the standard instances of sexual harassment, physical assault, or financial fraud.
  • Job competence: There is no room for incompetency from the lowest to top executive positions. Conducting a background check will provide information regarding an applicant’s past employment performance helping you recruit only the best.
  • Improve regulatory compliance: Involving a third party in the hiring process will improve and satisfy your organization’s standards. Relying solely on the information provided by the applicant may be misleading and incorrect.
  • Avoid negligent hiring risks: Knowing an applicant’s history and criminal records is essential in preventing reputational and financial losses.

Check Fair Credit and Reporting Act (FCRA) Compliance

This federal act regulates the accuracy, fairness, and privacy of personal information contained in consumer reports. In addition, it protects the job candidate’s information from unintended use while allowing candidates the opportunity to fix any misinformation before the employer withdraws the job offer. Employers must follow specific responsibilities and procedures before running a check and taking adverse action on consumer reports based on that background information. For instance, provide a written notice to the applicant about the intention to conduct a background check. The applicant should respond with written consent and be given five business days to dispute information on the report.

Hire a Professional for Quality Background Checks and Compliance

Quality screening saves you time, money, and energy to concentrate on the quality production of goods or services. Working alone may sometimes be desirable, but consulting experts is the most convenient solution. TruDiligence is a background check & investigative firm with the expertise and 20 years of untarnished experience necessary to provide applicant background screening products and services in compliance with FCRA regulations. Feel free to contact us; we will facilitate your hiring process.

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