Criminal background checks are the most common, used by 94% of employers. Furthermore, 89% rely on state/local resources for criminal records, and U.S. employers favor drug testing, driving records, and sex offender registry information more than non-U.S. employers.To ensure compliance and reliability, HR professionals must follow three essential steps. These steps are crucial in light of the prevalence of background screening in today’s job market. So, let’s explore the key steps HR teams should take to ensure accurate and legally compliant background checks.
Double-check the candidate’s personal details, including the correct spelling of their name. Background check providers use this information to search commercial databases and credit bureaus, cross-referencing it with the candidate’s social security number or other personally identifiable information. This step helps verify the candidate’s identity and identifies any potential addresses or aliases used in the past.
Evaluate the compiled background check report, which typically includes candidate information, aliases and addresses, and a summary of conducted screenings. Assess the results to determine the candidate’s eligibility for the position. If adverse findings are present, be sure to follow the necessary procedures, including providing the candidate with a copy of the report and initiating adverse action if required.
Conduct a comprehensive search to determine the candidate’s past residences, employment history, and potential encounters with law enforcement. National criminal database searches cast a wide net to uncover any other possible offenses. Verify the accuracy of the candidate’s information and the nature of reported offenses. Additional investigation may be necessary, often at the county courthouse or relevant sources, to obtain detailed and reliable information.
Background checks are crucial for establishing trust, compliance, and mitigating risks in the hiring process. By following these three steps diligently, HR teams can ensure accurate and legally compliant background checks. Consider utilizing third-party services like Turn to alleviate complexities and gain peace of mind in the process.
Talk with our experts to uncover hidden inefficiencies and find faster, more effective ways to screen top talent.
Disclaimer: Turn’s Blog does not provide legal advice, guidance, or counsel. Companies should consult their own legal counsel to address their compliance responsibilities under the FCRA and applicable state and local laws. Turn explicitly disclaims any warranties or assumes responsibility for damages associated with or arising out of the provided information.
Download SOC 3 Report
Get a high-level overview of Turn’s security controls and compliance practices.
