At What Stage Do Employers Do A Background Check

Y'all did it. Yous nailed the interview—or many interviews. You gave them your A-game and they gave you an offering. Overnice! And as nearly an aside, the recruiter says, "The offering is contingent on a background check, just I don't anticipate any problems."

"Ok, yes, sure," yous say, nonchalantly. But inside, you panic. For whatever reason, you get-go to worry. The worry may grow to fear and so yous're in full-diddled freak out mode, searching the Internet for answers for every possible scenario. Y'all're asking complete strangers online, "What happens now?" "What if they find XYZ?" "What exactly are they looking for?" And even, "I totally lied on my application! Am I doomed?!"

Deep breaths, friend. Nosotros have some answers for you lot.

The groundwork screening procedure has many pieces. As you moved through the interview process, at some point (generally after an offer) you were provided with a disclosure that a background check is going to be requested past your prospective employer, and you signed an authorisation, permitting your future employer to look into specific areas of your life via a 3rd-party consumer reporting agency (CRA). The employer decides what types of background checks volition be washed, which are mostly consequent past position, and the employer's assessment of your background screening volition be entirely different than those reviewed for another candidate.

Video: Everything You Wanted to Know About Background Checks

In the U.Southward., the Off-white Credit Reporting Act (FCRA) has strict guidelines near how an employer through a CRA, or a background check company, can request a background check. The FCRA and state laws as well provide consumers' rights as they pertain to information contained in their criminal, and credit background reports in general.

That's the short respond. Now let'south accept a await at these things piece by piece.

Information technology's not similar TV

First, it'southward important to understand that at that place isn't one source of data almost you. Background checks aren't similar those TV criminal offence dramas where the gal with swift computer skills sitting in a dark room can pull up everything about yous in the blink of an eye. CRAs source information through various means—calling employers and universities, looking upward public records, and even, when required by sure jurisdictions, physically going to courthouses to retrieve information. This process is usually completed in a few days, simply can sometimes take two weeks or more and is contingent on returned telephone calls, a court's public tape computer systems functioning properly, holidays, even authorities shut-downs. If you've lived, worked or gone to school in multiple states or overseas, the process can take longer.

Understandably, both you and your future employer are broken-hearted to get the results. The CRA works every bit apace as possible to gather all the requested information in the shortest time possible keeping in heed that that the information has to be matched to you and complete and up to date to be reported. To learn more well-nigh how long a background check should take, take a await at this fun video.

Here's what they look at:

Based on HireRight's 2018 Criterion Study which surveyed over six,000 Hr professionals, the well-nigh pop types of groundwork checks are criminal or other public records searches, verifications of previous employment and/or references, identity, teaching and motor vehicle records. If your job will exist in banking, finance or any position where y'all'll be handling money, the employer may have the CRA report your credit history. You may also be screened for drug and alcohol use. What the CRA checks is upwardly to the employer, so that list may vary.

Employment Verification
With your consent, your futurity employer can contact past employers. A CRA will contact the employers listed on your resume or application to verify the dates you worked and the positions yous held. They may likewise contact references you lot have provided to ascertain performance and character.
Helpful tip: Having by paystubs and/or W-2s handy will speed forth the screening in the event the CRA is unable to reach your former employer or the organization is no longer in business. In most cases, yous're welcome to redact your compensation.
Teaching/Licenses
Like verifying past employment, the CRA will contact the educational or licensing institutions you have listed to verify your form of study and degrees earned. They will as well inquiry any professional licenses to ensure that they are all up to date, provided your prospective employer finds that they are necessary for the position.
Note that many educational institutions practise not respond directly to requests for information. Instead, they subscribe to an educational reporting provider. These providers verify student records, transcripts and degrees and protect against bogus information supplied by "diploma mills."
Helpful tip: Just similar verifying employment, yous might be asked to provide a copy of your transcript, certificate or degree.
Criminal Tape
The CRA may search for criminal records from local, regional and federal authorities. How far back in history they get is determined by the FCRA or the state; The FCRA and several states restrict the reporting of convictions that occurred more than than vii years ago unless certain exceptions are met.
Helpful tip: If asked by your prospective employer it'southward best to be honest and disclose up front any criminal convictions on your record. Giving your future employer a heads upwardly well-nigh what they might find and the context of your criminal history can help them every bit they decide what to do with that information. Chances are expert they will appreciate your transparency.
Identity
The identity search verifies that you have a validly issued ID and that your name is assigned to that ID number. The search is performed through various sources, depending on the state where your ID was issued. Y'all may be asked to provide your driver license or passport.
Motor Vehicle Tape
Whether you will drive a company car, a delivery vehicle or a long-haul truck, if your role involves driving, your future employer will likely bank check your motor vehicle record (MVR). This will be necessary in order for them to insure y'all in their vehicles.
Helpful tip: In the same vein of criminal convictions, it's best to have a discussion with your prospective employer and disembalm anything on your MVR that might heighten a crimson flag. Parking tickets won't come up, but infractions like speeding or driving related crimes like DUI will.
Drug Employ
If your time to come employer requests a drug screen, y'all will go to a collection site (a clinic or a lab) and provide a sample (urine, saliva or pilus). The drugs the lab will screen for are dictated by your time to come employer. Many states have legalized marijuana, either medicinally or recreationally, simply are not consequent regarding an employer's need to conform marijuana use then depending on your state and your prospective employer, that may or may not be an issue. Illicit/street drugs volition show up. Prescribed medication will as well. If yous are asked nigh a doctor-prescribed medication, you need not disclose your medical history, but yous may need to provide proof of a prescription from your medical professional person. HireRight's 2018 Criterion Survey asked near bidder excuses for failing a drug screen. If you want a good laugh, bank check out the answers hither and hither.

Pants on burn:

HireRight's recent Benchmark Survey revealed that a whopping 84% of employers found a lie or misrepresentation on a resume or job awarding—at all levels of the organization. That's a lot. Whether information technology's mistakenly listing incorrect employment dates or completely fabricating a degree, your future employer will likely discover it. What to practice?

Come clean. (You may exist sensing a theme hither.) Only be upwards front end about information technology. If y'all worked someplace a decade ago and accidentally listed the elapsing of employment as a yr and information technology was actually half dozen months, explain the honest mistake to your recruiter. Life is long and sometimes our memories aren't that accurate. These things happen. It may non adversely touch on your offer.

If in that location are things on your resume that are out-right fiction, as painful as it may exist, consider telling the truth. The employer will notice out anyway. Belated honesty may cost yous this particular opportunity. Or, if, for instance, you don't have a degree but you have significant relevant experience, the recruiter may be able to work with that.

This could be a proficient time to adjust your resume accordingly to avoid running into inaccuracies in the future.

And what if…?

You can request a copy of your groundwork written report. If an employer finds misrepresentations or negative elements in your groundwork check, information technology'due south up to your time to come employer to decide what to do with that information. The CRA does non make up one's mind whether you are hired, nor does it make recommendations. If the negative aspects of your report practise indeed bear upon your offer, your prospective employer has a legal obligation to inform you of the potentially adverse action and give you the opportunity to dispute the accurateness or completeness of the findings direct with the CRA. Within 30 days, the CRA will then investigate the disputed information with the source and will notify you of the results. Should you still be unsatisfied, you have the option to include a brief statement to rebut the findings.

For a complete breakup of each party'due south obligations and your rights in the background screening process, read the Fair Credit Reporting Act (FCRA).

It'due south understandable that the fourth dimension during your background screening can feel like limbo. Simply armed with proper data, you lot can know that what is constitute is done and so fairly, accurately and with your best interest in mind.

Now, get out in that location and go that job!

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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Course I-ix and East-Verify solutions that help employers automate, manage and control background screening and related programs.

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