In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
The Applicant Manager Blog
Subscribe to Email Updates
6 Must Follow Steps for Compliant Background Checks
TAM and GoodHire recently joined forces to present a webinar on background checks. They discussed the FCRA requirements that result in the most claims and how to comply, the role and requirements of the EEOC, when and how to use employment credit checks and drug screening, and how ban-the-box laws affect background checks.
In addition to reviewing relevant state laws and consulting with legal counsel, here are six must follow steps to create compliant employment screening policies for your business.
- Provide disclosure and get consent.
Before starting a background check with a credit reporting agency (CRA), employers must get a candidate’s (or existing employee’s) written authorization and receive acknowledgement that the background check may be used as a basis for employment decisions, such as hiring, promotion, or retention.
- Use a credit reporting agency.
Provide candidate information to a compliant CRA and they will begin collecting and preparing the results. Depending on the CRA used, the background check may include criminal records, civil judgments, credit history, and other personal information on public record.
- Share results with the candidate.
Once the background check results are ready, a copy will be returned to the employer and, if requested, to the candidate. If the candidate disputes any records in the results, the CRA can reinvestigate the records and provide updated results to both emplo