Let the Gratitude Play in the Background … Screening

“Yesterday’s the past, tomorrow’s the future, but today is a gift. That’s why it’s called the present.”
—Bil Keane

We all have so very much to be thankful for on a day-to-day basis (even though it may not feel that way sometimes): from our NationSearch offices to yours, we say happiest of Thanksgivings to all. Here are some things we are so super grateful for when it comes to background screening:

  •  Applicant rights protection.

When background screening companies operate with the right focus—i.e. maintaining an applicant-rights-first approach—their clients are kept safe by default. While originally intended for the regulation and oversight of credit reporting to protect consumers, the Fair Credit Reporting Act (FCRA) also applies to the rights of consumers with regards to background screening by Consumer Reporting Agencies (CRAs)

Up-to-date, comprehensive consent forms are the backbone of the hiring process for each and every industry. Signed consent forms must be obtained from applicants and/or employees before any company runs a background screen. These forms are often tailored to detail the scope of information obtained and details the permissible use of the background report by the company. When coupled with a copy of the Fair Credit Reporting Act (FCRA) Rights Summary (another mandatory document to be delivered at the time of signed consent), this packet becomes the basis from which employers can safely proceed with the next steps of onboarding.

  •  Updates in hiring legislation and best practices.

Momentum continues to gain in the Fair Chance Hiring / Ban the Box  movements, and it pays to be connected with the industry responsible for keeping a finger on the pulse of critical changes in hiring legislation and/or best practices. Here are a few of the resources CRAs use to keep current on hiring/screening trends:

We get it: background report formats and lingo can be ambiguous, confusing, and downright complicated. Public records aren’t nearly as regulated as one might think, and believe you us, we certainly wish there was a better, standardized system out there. That’s why it helps tremendously when a company is dedicated to helping explain records on a personal, 1-on-1 basis.

One of the best reasons to incorporate a professional background screening company is the access to individuals who screen for a living. While it is true companies can conduct their own in-house background checks, this option invariably leads to numerous pitfalls and drawbacks. This is where third-party agencies can shine: their vast storehouses of experience, combined with established procedure, allows screening companies to take on the responsibility of generating quality, accurate reporting so you don’t have to.

  • Refined turn-around times (even through it can still sometimes take a while).

Background screening companies are always looking for ways to improve and streamline turnaround times, which means that screening is only going to get faster from here on out. Because pre-employment screening is the focus of many CRAs in the background screen industry, there is a huge incentive to perfect the process and find the best ways to maneuver the system—timely report delivery can make all the difference companies needing to bring on quality talent fast.

“The Fair Credit Reporting Act”
NationSearch: Disclosure Regarding Background Screening
NationSearch: Fair Credit Reporting Act (FCRA) Rights Summary
“Ban the Box: U.S. Cities, Counties, and States Adopt Fair Hiring Policies”
NAPBS Homepage
“Using Consumer Reports: What Employers Need to Know”
“EEOC, FTC Issue Best-Practice Guidance on Background Checks”
“Safe Screening, Safe Hiring”
Small Business Owner Background Check Guide”
“Employers Beware: In-House Background Checks Can Cost Far More Than They Save”
“How Long Do Pre Employment Background Checks Take to Come Back?”

Additional Resources:
“Should you outsource background checks?”
NAPBS: “Business Resources”