Do Cops Run Background Checks When You Get Pulled Over

Background checks are performed at the concluding stage of the employee choice process. Put only, they're legal checks into a candidate's past to cheque that they actually are who they say they are.

When you lot've decided on the person you'd like to hire, an employment background 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 not run a background check chance potential liabilities from bug that may ascend when a candidate has been untruthful, or omitted details of their employment or criminal history.

Background checks can take many forms. The most common examples are checks of:

Criminal records
Credit reports
Driving records
Verification reports (e.thousand. identity, teaching, work history, SSN).

When you perform a candidate background cheque as a pre-status of employment, you are legally obliged to work in accord with the Fair Credit Reporting Act (FCRA.) The FCRA is a federal law that governs the production 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 aid you uphold your decision to hire your best candidate or avert hiring someone who proves unsuitable.

Why conduct a background check through Workable?

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

Efficient: Workable is a platform to manage your unabridged recruiting process. Through the integration with Checkr, you lot tin asking and run a background check without having to switch windows or log in and out of multiple systems. That way, you lot can go along rail of candidates and background reports in one place.
Legally compliant: Background checks are regulated by federal and land laws (e.grand. the Fair Credit Reporting Deed.) Companies are mainly obliged to:
- Enquire for candidates' consent before they perform checks.
- Avoid discriminatory background checks (due east.g. genetic information.)
- Keep candidates informed about adverse hiring decisions (denying employment based on the cheque's results.)
- Give candidates information nearly their rights regarding background checks.
- Give candidates the time and the means to dispute simulated reports.

All these can exist burdensome for companies to do on their ain. Workable and Checkr piece of work together to ensure there'due south a legally compliant process already in place whenever you decide to run background checks. Your simply responsibility toward compliance will be to apply the same fair standards to all candidates when requesting background checks and using the results to make hiring decisions.

Non using Workable notwithstanding? Asking a demo to larn how you can improve your hiring procedure with our all-in-one recruitment software.

What does the background check procedure expect like with Workable and Checkr?

Before you start the groundwork checking process, nosotros suggest that yous explicate to candidates that a successful background cheque is a pre-condition of their employment. You must:

Land that whatever information constitute volition be considered when making the concluding hiring decision
Make the candidate enlightened that the procedure will not become alee without their written consent; and,
Explicate that they will exist receiving an e-mail from Workable to which they must reply.

To remain compliant, the first time you asking a candidate background check using Workable, yous volition be asked to sign an understanding with Checkr. This is to ostend that the cheque is for employment purposes only. From then on, yous can initiate background checks direct from the candidate's profile in Workable:

Initiate a background check with Workable

There are currently ii types of groundwork checks available via Checkr (with more planned for the future.) The Professional pick differs from the Standard option by offer an unlimited number of county criminal searches that retrieve candidates' possible criminal records (e.g. convictions, charges) from county courts.

Standard	Professional
Social Security Number (SSN) validation	Social Security Number (SSN) validation
Sexual practice Offender listing	Sex Offender list
Global watch list	Global watch listing
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 groundwork check will contribute to hiring decisions and passing the check is a pre-condition of employment.
Provide data near Checkr equally the screening visitor (proper name, accost, contact details.)

When the candidate replies confirming their consent, leave the entire procedure to Checkr. Checkr'southward experts will:

Gather the necessary data from the candidate (current address, date of birth, SSN, driver's license number & issuing state.)
Conduct their investigation.
Produce a report for you.

How to run a background check report

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

Run a background check report in Workable — Background check report in Workable

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

What does 'articulate' mean on a background check?

"Clear" means that nothing of concern was found and you can continue your hiring process with this candidate.

What does 'consider' mean on a groundwork check?

"Consider" ways that the investigation has found something that you lot may wish to consider earlier proceeding with the hiring procedure. Items marked "consider" are in that location to facilitate your hiring decision—not the make the conclusion on your behalf.

Initiating adverse activity after a background check

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

To brainstorm the disqualification process, initiate adverse action straight from the candidate'southward contour in Workable. (Notation: the candidate isn't immediately disqualified once you do this, as they accept the correct 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 activeness (your intent to deny employment.)
The document "A Summary of Your Rights under the Fair Credit Reporting Act."

Candidates can dispute the report within a set menstruum of time. If they practise, Checkr will perform further investigation complimentary of accuse. At the cease of this process, Checkr volition let yous know if the study is updated with new information or remains the same. And so, you can decide whether to go along or to deny the candidate employment.

By using Workable and Checkr combined, you volition remain fully compliant and you lot'll take saved your hiring squad time and effort. Use the information from your groundwork check reports to make more than informed hiring decisions.

Not using Workable however? Asking a demo to larn how you tin meliorate your hiring process with our all-in-one recruitment software.

Related reading:

Employer essentials for employment background checks
How to address groundwork check ruddy flags
Setting up an Employee Background Check Policy