Does Running My Birthdate Show I Am On Disability On A Background Check

Groundwork checks are performed at the final stage of the employee option process. Put simply, they're legal checks into a candidate'due south by to bank check that they actually are who they say they are.

When yous've decided on the person you'd like to hire, an employment background check will provide actress 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 cheque gamble potential liabilities from issues that may arise when a candidate has been untruthful, or omitted details of their employment or criminal history.

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

Criminal records
Credit reports
Driving records
Verification reports (e.g. identity, educational activity, work history, SSN).

When you perform a candidate background check as a pre-condition of employment, you lot are legally obliged to work in accordance with the Fair Credit Reporting Act (FCRA.) The FCRA is a federal police that governs the production and utilise of consumer reports for employment. The constabulary is at that place to protect you as an employer, from claims of negligent hiring, and your candidate from privacy breaches or discrimination.

Using these types of checks help yous uphold your decision to hire your best candidate or avoid hiring someone who proves unsuitable.

Why bear a background check through Workable?

Workable integrates with Checkr – an online platform that specializes in background checks for employment in the U.Southward. This partnership helps make your employment background cheque process:

Efficient: Workable is a platform to manage your unabridged recruiting process. Through the integration with Checkr, you tin request and run a background check without having to switch windows or log in and out of multiple systems. That way, you can keep track of candidates and groundwork reports in one identify.
Legally compliant: Groundwork checks are regulated by federal and state laws (e.g. the Fair Credit Reporting Human activity.) Companies are mainly obliged to:
- Ask for candidates' consent earlier they perform checks.
- Avoid discriminatory background checks (due east.g. genetic information.)
- Keep candidates informed well-nigh adverse hiring decisions (denying employment based on the check's results.)
- Give candidates information almost their rights regarding background checks.
- Give candidates the fourth dimension and the ways to dispute false reports.

All these can be burdensome for companies to do on their own. Workable and Checkr piece of work together to ensure there's a legally compliant procedure already in place whenever you decide to run background checks. Your just responsibleness toward compliance will be to utilize the same fair standards to all candidates when requesting groundwork checks and using the results to make hiring decisions.

Non using Workable yet? Request a demo to acquire how you can improve your hiring process with our all-in-ane recruitment software.

What does the background check process look like with Workable and Checkr?

Earlier you lot showtime the groundwork checking process, we advise that you explain to candidates that a successful background cheque is a pre-status of their employment. You lot must:

Country that any information found will exist considered when making the last hiring decision
Make the candidate enlightened that the process will not become ahead without their written consent; and,
Explicate that they will exist receiving an email from Workable to which they must respond.

To remain compliant, the first fourth dimension you lot asking a candidate background cheque using Workable, you lot will be asked to sign an understanding with Checkr. This is to confirm that the check is for employment purposes only. From then on, you tin can initiate groundwork checks straight from the candidate's profile in Workable:

Initiate a background check with Workable

At that place are currently two types of background checks available via Checkr (with more planned for the future.) The Professional selection differs from the Standard option by offering an unlimited number of canton criminal searches that retrieve candidates' possible criminal records (due east.grand. convictions, charges) from canton courts.

Standard	Professional
Social Security Number (SSN) validation	Social Security Number (SSN) validation
Sex Offender list	Sex Offender list
Global watch list	Global spotter listing
National criminal search	National criminal search
One (1) county criminal search	Unlimited county criminal searches

Afterward making your choice, Workable volition contact your candidate via e-mail asking for their consent. This e-mail volition besides:

Include the necessary documents that are needed for compliance with the FCRA.
Explain that the results of this background cheque will contribute to hiring decisions and passing the check is a pre-status of employment.
Provide data about Checkr as the screening company (name, address, contact details.)

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

Get together the necessary information 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 cheque report

When Checkr'southward written report is ready, you will receive a notification in your Workable inbox and on the candidate's profile:

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

The report will exist marked as "articulate" or "consider":

What does 'articulate' hateful on a groundwork bank check?

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

What does 'consider' mean on a background check?

"Consider" means that the investigation has found something that you may wish to consider before proceeding with the hiring process. Items marked "consider" are there to facilitate your hiring conclusion—not the make the conclusion on your behalf.

Initiating adverse activity subsequently a background check

In this context, "adverse action" means denying employment to a candidate because of information establish in their groundwork check. Should this happen, Workable and Checkr guide you through this process in accord with the FCRA.

To brainstorm the disqualification process, initiate agin action directly from the candidate'southward profile in Workable. (Note: the candidate isn't immediately butterfingers once you lot practise this, as they have the right to respond):

initiate adverse action in Workable — Initiate adverse action in Workable

At this request, Checkr will electronic mail the following to the candidate on your behalf:

A re-create of their background study.
Written notification of pre-adverse activeness (your intent to deny employment.)
The document "A Summary of Your Rights under the Fair Credit Reporting Deed."

Candidates tin can dispute the report within a set period of time. If they do, Checkr volition perform further investigation free of accuse. At the stop of this procedure, Checkr will let you lot know if the report is updated with new information or remains the same. Then, y'all can determine whether to proceed or to deny the candidate employment.

By using Workable and Checkr combined, you will remain fully compliant and you lot'll have saved your hiring squad time and endeavour. Use the data from your background check reports to make more than informed hiring decisions.

Non using Workable yet? Request a demo to learn how you can improve your hiring procedure with our all-in-ane recruitment software.

Related reading:

Employer essentials for employment groundwork checks
How to accost background cheque red flags
Setting upwardly an Employee Background Check Policy