VIDEO: 5 Easy Steps to Do an Accurate Background Check for Employment

Hey, it’s Justin Fraction with TechnologyAdvice. If you remember from my previous video, I discussed the essential preparations required prior to running a background check, and if you missed it, you can watch it right here. For this video, I’ll be going over five easy steps that you should know while performing one. And, I know what you’re thinking, Is this finally the video where I talk about the time when I worked as an undercover agent for the Pentagon to retrieve intelligence about extraterrestrials on Earth?

The answer is no, but whether you're a secret agent, HR professional, a hiring manager, or an applicant keen on understanding the process, this video will provide you with all the steps to run a compliant and accurate background check. So let's start with getting the candidate's consent. Under the FCRA regulations, you must obtain a candidate's consent before running a background check with an authorization form. Which should also be a standalone document they receive separately.

The form should include the following: all FCRA necessary language, a list of the background check types you will conduct, a checkbox to request a copy of the completed report, any additional language or forms from relevant state or local laws, a separate disclosure form indicating all information about the consumer reporting company performing the check, and an area for the candidate to include all of their important information and authorization signature.

Now it’s time to submit all of this to a background check company. For small HR teams that can't handle the workload, finding background check screening services with recruitment and ATS software integrations can fast-track the process without sacrificing compliance. For example, Paycom's Enhanced Background Check software includes built-in FCRA compliance and action workflows to simplify procedures for rescinded offers following background check results.

A reputable screening service costs anywhere from $10 to over $100 per background check. And most of these services follow all necessary laws so you remain in compliance. Now we wait for the results. Background check results can come in instantly, but most take one to five business days. So, don't be surprised if portions of your background check come in sooner than others. Let’s review the results. If the report doesn't come back with any red flags you can continue with the hiring process.

But, if you do see something concerning, ask yourself the following questions first: Are the offenses related to the position?, How serious was the offense? How many times did the candidate commit the same offense? How long ago did the offense occur? How old was the candidate? And was the candidate honest about offenses before running the background check? It’s important when evaluating these results to take in the totality of the hiring experience, give more weight to recent job-related offenses, and potentially seek out legal advice.

Finally, follow adverse action procedures if you choose to not hire the candidate. You should first supply the candidate with a pre-adverse action notice to let them know you’re considering rescinding the job offer. You’ll also be sending the candidate a copy of the finalized report and a summary of their rights under the FCRA. Once they receive that report provide the candidate with five days or more to review and dispute. If you decide not to hire the candidate due to their delayed or unsatisfactory response, you can send the post-adverse action notice stating you have rescinded your employment offer.

And that completes the five steps you’ll need to take to run a accurate and compliant background check. If you’d like more instructions head over to technologyadvice.com to read the full article or click the link in the description for a downloadable list of the steps mentioned in this video. Till next time, see you guys!