What Is Hireright Background Check Process

Y'all did it. You nailed the interview—or many interviews. You gave them your A-game and they gave you an offer. Squeamish! And as almost an aside, the recruiter says, "The offer is contingent on a background cheque, but I don't anticipate whatever issues."

"Ok, yeah, sure," you say, nonchalantly. But inside, you panic. For whatever reason, you start to worry. The worry may abound to fear and then you lot're in full-blown freak out mode, searching the Internet for answers for every possible scenario. Yous're asking complete strangers online, "What happens now?" "What if they find XYZ?" "What exactly are they looking for?" And even, "I totally lied on my awarding! Am I doomed?!"

Deep breaths, friend. We have some answers for yous.

The background screening process has many pieces. As yous moved through the interview process, at some point (mostly after an offer) y'all were provided with a disclosure that a background check is going to be requested by your prospective employer, and you signed an authorization, permitting your futurity employer to wait into specific areas of your life via a third-party consumer reporting agency (CRA). The employer decides what types of groundwork checks will be done, which are generally consistent by position, and the employer'due south assessment of your groundwork screening will be entirely different than those reviewed for some other candidate.

Video: Everything You lot Wanted to Know About Groundwork Checks

In the U.S., the Fair Credit Reporting Deed (FCRA) has strict guidelines most how an employer through a CRA, or a background check visitor, tin asking a background check. The FCRA and land laws as well provide consumers' rights as they pertain to information contained in their criminal, and credit background reports in general.

That's the short reply. Now let's have a look at these things piece by piece.

Information technology's non similar TV

First, it's important to understand that in that location isn't one source of information about you. Background checks aren't similar those Television receiver crime dramas where the gal with swift reckoner skills sitting in a dark room can pull up everything about you lot in the glimmer of an centre. CRAs source information through various means—calling employers and universities, looking up public records, and fifty-fifty, when required by certain jurisdictions, physically going to courthouses to retrieve data. This process is usually completed in a few days, but can sometimes take 2 weeks or more than and is contingent on returned phone calls, a court'southward public tape computer systems operation properly, holidays, even government shut-downs. If you've lived, worked or gone to school in multiple states or overseas, the procedure can take longer.

Understandably, both y'all and your future employer are anxious to become the results. The CRA works as quickly as possible to gather all the requested information in the shortest time possible keeping in mind that that the information has to exist matched to you and complete and up to date to be reported. To larn more than near how long a background bank check should take, take a look at this fun video.

Hither'due south what they look at:

Based on HireRight's 2018 Benchmark Written report which surveyed over vi,000 HR professionals, the virtually pop types of background checks are criminal or other public records searches, verifications of previous employment and/or references, identity, didactics and motor vehicle records. If your job volition be in banking, finance or any position where you'll be handling money, the employer may have the CRA report your credit history. You may likewise exist screened for drug and alcohol use. What the CRA checks is up to the employer, so that list may vary.

Employment Verification
With your consent, your time to come employer can contact past employers. A CRA will contact the employers listed on your resume or application to verify the dates you worked and the positions you held. They may also contact references you lot have provided to ascertain performance and graphic symbol.
Helpful tip: Having past paystubs and/or West-2s handy will speed along the screening in the event the CRA is unable to reach your erstwhile employer or the organization is no longer in business. In almost cases, you're welcome to redact your compensation.
Education/Licenses
Like verifying past employment, the CRA will contact the educational or licensing institutions you lot take listed to verify your course of study and degrees earned. They will also research any professional licenses to ensure that they are all upward to appointment, provided your prospective employer finds that they are necessary for the position.
Note that many educational institutions practise non respond directly to requests for information. Instead, they subscribe to an educational reporting provider. These providers verify student records, transcripts and degrees and protect against bogus information supplied by "diploma mills."
Helpful tip: Just like verifying employment, y'all might be asked to provide a copy of your transcript, certificate or degree.
Criminal Record
The CRA may search for criminal records from local, regional and federal authorities. How far back in history they go is determined by the FCRA or the land; The FCRA and several states restrict the reporting of convictions that occurred more than seven years ago unless sure exceptions are met.
Helpful tip: If asked past your prospective employer information technology's best to be honest and disclose upwards front any criminal convictions on your record. Giving your time to come employer a heads up about what they might discover and the context of your criminal history tin can help them as they determine what to do with that information. Chances are good they will appreciate your transparency.
Identity
The identity search verifies that you take a validly issued ID and that your name is assigned to that ID number. The search is performed through various sources, depending on the country where your ID was issued. Yous may be asked to provide your driver license or passport.
Motor Vehicle Record
Whether y'all will drive a visitor car, a delivery vehicle or a long-haul truck, if your function involves driving, your future employer will probable cheque your motor vehicle record (MVR). This will exist necessary in gild for them to insure you in their vehicles.
Helpful tip: In the same vein of criminal convictions, information technology's best to have a discussion with your prospective employer and disembalm anything on your MVR that might raise a red flag. Parking tickets won't come upwardly, only infractions like speeding or driving related crimes like DUI will.
Drug Use
If your futurity employer requests a drug screen, you will go to a collection site (a clinic or a lab) and provide a sample (urine, saliva or pilus). The drugs the lab volition screen for are dictated by your time to come employer. Many states have legalized marijuana, either medicinally or recreationally, but are not consistent regarding an employer's need to accommodate marijuana utilize so depending on your land and your prospective employer, that may or may non be an issue. Illicit/street drugs will show up. Prescribed medication will every bit well. If you are asked about a physician-prescribed medication, yous need not disclose your medical history, but you may demand to provide proof of a prescription from your medical professional. HireRight'south 2018 Benchmark Survey asked about bidder excuses for failing a drug screen. If you lot want a good laugh, cheque out the answers here and here.

Pants on fire:

HireRight's recent Criterion Survey revealed that a whopping 84% of employers plant a lie or misrepresentation on a resume or chore application—at all levels of the arrangement. That'southward a lot. Whether it's mistakenly listing incorrect employment dates or completely fabricating a degree, your future employer volition probable detect it. What to do?

Come clean. (You may exist sensing a theme hither.) Just exist up front near information technology. If you worked someplace a decade ago and accidentally listed the duration of employment as a year and information technology was really six months, explain the honest mistake to your recruiter. Life is long and sometimes our memories aren't that accurate. These things happen. Information technology may not adversely impact your offer.

If there are things on your resume that are out-correct fiction, every bit painful as it may exist, consider telling the truth. The employer will observe out anyway. Belated honesty may price y'all this detail opportunity. Or, if, for instance, you don't have a degree but you have significant relevant experience, the recruiter may be able to work with that.

This could be a proficient time to arrange your resume appropriately to avoid running into inaccuracies in the future.

And what if…?

Yous can request a copy of your groundwork report. If an employer finds misrepresentations or negative elements in your background check, it's up to your future employer to decide what to exercise with that data. The CRA does not make up one's mind whether you are hired, nor does it make recommendations. If the negative aspects of your report practice indeed bear upon your offering, your prospective employer has a legal obligation to inform you of the potentially adverse action and give you the opportunity to dispute the accuracy or completeness of the findings direct with the CRA. Inside 30 days, the CRA will then investigate the disputed information with the source and will notify you of the results. Should you lot still be unsatisfied, you lot have the option to include a brief argument to rebut the findings.

For a complete breakdown of each party'due south obligations and your rights in the groundwork screening process, read the Off-white Credit Reporting Act (FCRA).

It's understandable that the fourth dimension during your background screening tin can feel similar limbo. But armed with proper data, you can know that what is institute is done and then fairly, accurately and with your best interest in mind.

Now, get out there and get that job!

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HireRight

HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and Due east-Verify solutions that help employers automate, manage and control background screening and related programs.

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