What Does Costco Check In A Background Check For A Job Reddi

In that location are many reasons a job candidate might fail a groundwork check, some more problematic than others. If the candidate failed a groundwork cheque after a job offer, it doesn't necessarily mean you shouldn't hire them.

Post-obit these v steps volition help yous brand an informed conclusion while following your company's hiring guidelines and all applicable laws.

You think y'all've finally found the perfect person for the job. Until, that is, negative results of the background check come through. When an otherwise first-class candidate fails that cheque, an important determination is ahead: accept or reject the bidder.

Agreement why the person didn't pass the background check helps you make an informed decision and ultimately leads you lot to the all-time solution for your company. Employment screenings can help protect you against everything from unexpected performance bug to risky on-the-job behavior.

However, a "failed" background bank check, or an warning on the results, doesn't necessarily mean you shouldn't hire the candidate. When you implement the right strategies, under some circumstances, you can confidently go along with the offering.

In this commodity, we'll cover the nearly mutual reasons a person may neglect a background check. You lot'll need to act compliantly, stick to your company policy, abide by federal also as local laws, and follow essential procedures.

What Are The Reasons For A Failed Groundwork Check?

What causes a red flag on a background check? At that place are plenty of reasons a person may non pass a background cheque, including criminal history, teaching discrepancies, poor credit history, damaged driving record, false employment history, and a failed drug examination. We explore each of these reasons here—some are definitely more problematic than others.

Criminal History

Roughly 77 million Americans have a criminal record that must be reported equally part of an employment background check, according to the National Briefing of State Legislators. Whether you tin hire the person despite his or her record depends on several factors, including industry-specific regulations besides as the position he or she is seeking. Nether certain circumstances, denying a job to an individual with a criminal history may exist considered discriminatory.

Education Discrepancies

When a person is struggling to secure employment, the desire to fluff a resume tin can exist intense. An education verification background check can identify claims that don't match up with reality, including a job bidder's higher education history. If the candidate didn't attend a specific college or obtain a caste or certificate equally maintained, you'll want to discuss the discrepancy.

Poor Credit History

Not all background checks include a credit review, and some jurisdictions greatly restrict them. If y'all're immune to pull the reports, though, and spot high debt, a slew of delinquencies, and drove accounts, you may exist concerned about the applicant'due south integrity and financial responsibleness, particularly for candidates applying for management or finance positions.

Damaged Driving Tape

A motor vehicle report (MVR) may turn up speeding tickets or other moving violations. When driving is function of the position'south duties, this will exist a serious matter. Checking a candidate's driving record may help you avoid any legal and insurance consequences that can arise if the employee were to get into an accident while on the clock or backside the bike of a company-owned vehicle.

False Employment History

One in iii Americans aren't honest nearly their work feel and dates of employment, according to a 2019 GoBanking Rates poll. One of the reasons you wanted the person to come on board may be that work feel. A history of doing the same or similar job at a unlike visitor for a certain number of years is bonny, so when you discover that the person wasn't exactly truthful on the resume, you have sound reason to deny employment.

Failed Drug Test

Illicit drug use by employees can be a major liability. If the results of a pre-employment drug test indicate that the person has used an illegal substance, this could be grounds for excusing him or her from the pool of prospective employees. Screening policies ensure consistency across all new hires, so if the candidate fails the drug test and hiring is contingent on passing, that person may be out of the running. For candidates using marijuana for medicinal purposes, be sure to hash out with your legal counsel earlier taking agin action on the ground of a failed drug test.

What Do You Practice When Your Candidate Failed Their Background Check?

When reviewing a candidate'southward background check results to make an informed decision almost whether to hire, it'south important to follow the police. Review your visitor'due south employment screening policy, also as the Equal Employment Opportunity Commission's (EEOC) guidelines, and follow adverse action steps as per the federal Fair Credit Reporting Act (FCRA) and local fair hazard hiring laws, such as ban-the-box laws, that may use.

In the result the person failed the groundwork check subsequently task offer, follow these v steps for an approach that is systematic, clear, and legal:

Step one: Consult Your Policy

Your employment screening policy should outline everything that goes into a background cheque, including Social Security Number verification, past employment and instruction verification, reference checks, criminal history, motor vehicle records, and (where permitted) credit history. You lot will demand to adhere to those terms carefully and every bit with each candidate.

Step 2: Send A Pre-Adverse Action Notice

If you're considering non hiring the applicant based on the results of the screening, you'll demand to let that person know with a pre-agin action notice, along with a copy of the background check and a re-create of "A Summary of Your Rights Nether FCRA". (Download templates and forms here.) This gives the candidate the chance to review results for accurateness and reply to any of your questions regarding the information discovered from the report.

Pace 3: Allow Your Candidate To Answer

This is when you lot give the applicant the opportunity to discuss the issues that the background screening brought to light (five to 10 business organisation days, depending on your jurisdiction). For example, it's entirely possible that the candidate had been a victim of identity theft and thus has a damaged credit history. Or the person has a valid explanation for an employment history discrepancy. You'll only know when the person tells y'all.

Step four: Make A Decision

Equally long as you lot stick to your company's policy as well as employment guidelines fix out by the EEOC to deport individualized assessments, y'all're ready to hire the candidate or not. If yous practise offering the person the position, you've completed the initial background check process.

Step 5: Send An Adverse Activity Discover

If you determine to not hire the person because of what you discovered, federal law mandates that you send a final adverse activity letter to the person (some refer to it incorrectly as a "failed background bank check letter"). In it you will explicate that the findings of the groundwork check are your reasons for the rejection. It is extremely important that you lot stick to the letter of the law, particularly when the screening pulls up a tape of criminal history, as it will assist mitigate adventure of potential fines and legal activeness confronting your visitor.

Cover of GoodHire guide about what to consider when you decide not to hire.

Bad News, Good Solution

A comprehensive employee background check helps y'all brand informed decisions. While the check may reveal negative items that raise red flags, those issues don't always demand an firsthand hard pass. Base your decisions using accurate data and reliable information; conducting targeted screens and individualized assessments; and encouraging open and honest dialogue with your candidates.

Background checks are indeed vital to hiring high-quality candidates, merely the process of getting everything in order tin can be difficult. It must exist done compliantly and systematically, from when to beginning the check and get consent, to understanding what'due south legal and what'southward not, and and so to effectively manage the terminal decision. This is not the time for errors, and you should take intendance to certificate the procedure throughout.

To assist, GoodHire offers built-in tools and capabilities to assist you manage employment screening easily from start to end. Every bank check includes online digital consent; an integrated adverse action menstruum that accounts for federal, state, and local laws for both your and the candidate'south locations; and tools for individualized assessments. Because these are inherently complicated matters, it'south crucial that you comply with your own policy as well as local and federal restrictions. GoodHire is designed to do just that, which makes your task of hiring a qualified candidate easier—and tin can make a hopeful job applicant who may non have a clear background check very happy.

GoodHire's background check platform makes it easy to order reports and review results.

Disclaimer

The resources provided here are for educational purposes merely and practice not constitute legal communication. Nosotros advise you to consult your ain counsel if you have legal questions related to your specific practices and compliance with applicative laws.

About the Author

Equally GoodHire's managing editor, Sara Korolevich produces educational resources for employers on a variety of employment screening topics, including compliance and screening best practices, and writes nigh GoodHire's company and product news. Sara's experience stems from 20+ years working every bit a B2C and B2B PR and communications professional.