Our Process

The “Secret Sauce” Behind Our Industry Leading
Pre-employment Screening Services

When we take on a pre-employment screening project, we realize our client is putting the safety and security of their staff and company in our hands. That’s a trust we respect and take very seriously.

Our process has been honed over more than 30 years of working with companies across the industry spectrum, providing the highest quality pre-employment screening and integratable onboarding software available while focusing on maintaining a superior level of customer delight.

To experience the difference for yourself, contact us for a free consultation.

Our Process

While it’s important to note that every client is unique and every background check deserving of a unique approach, the following essential foundational steps apply for all screenings.

  • We receive a client order that consists of an applicant’s completed and signed “Disclosure Regarding Background Investigation”, referred to as the Consent Form.  

  • The information disclosed on the FCRA compliant Consent Form (name, SSN and current address) is then placed into the Credit Bureau database, which discloses where the individual has lived and worked, and directs what counties and states are to be searched.

  • The search is conducted based upon the searches/search package our client has chosen, and the Search and Scope instructions provided.

FCRA Compliant Consent Form

Results and FCRA Compliance

FCRA Compliance
  • Per our client’s hiring practices and the FCRA’s requirements, if our search turns up anything that can potentially bar the applicant from being hired, our clients ask us to draft and issue a Notice of Pre-adverse Action describing the impending rejection of employment. The applicant has 5-7 business days to dispute our findings if they wish, and we will process the applicant’s dispute as legally required by the FCRA.
  • If the applicant does not dispute the findings, or if the original search results stand after the investigating the dispute, we draft and issue a Notice of Adverse Action, which serves to solidify our client’s final decision not to hire.

Our Responsibilities

Our responsibility – and the skill set we’ve honed over 30 years of helping employers maintain the safety and security of their hiring process – is to report the facts as they are written in various public records, in accordance and compliance with the Consumer Reporting Agency (CRA) governing body, the FCRA and all other applicable regulations as described by the Federal Trade Commission (FTC). NationSearch doesn’t make any recommendations or judgment calls based on what our searches reveal. We leave that part to our client’s hiring professionals.

We take that duty seriously, and we pride ourselves on continuously updating and checking our processes and documentation to ensure we and our clients remain scrupulously FCRA compliant. We subscribe to numerous legislative alert publications that keep us abreast of the ever-changing FCRA rules and regulations.

If you’d like to see this expertly optimized pre-employment screening process in action, contact us to discuss your company’s unique needs.

FCRA Compliance with the Government

Disclaimer

NationSearch makes no recommendations or judgement on the information found and provided.  We are a Consumer Reporting Agency (CRA) charged with the responsibility of reporting the facts as they are written in the various public records, in accordance and compliance with the CSR governing body, the Fair Credit Act (FCRA), under the umbrella of the Federal Trade Commission.

NationSearch has a duty to keep our processes and forms FCRA compliant and to educate our clients in FCRA compliance.  We subscribe to numerous legislative alert publications that keep us abreast of the ever-changing FCRA rules and regulations.

 

To learn more about our service offering or to get your questions answered, please contact us today!

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