How to manage 5 background check red flags

The vast majority of employers can’t afford to take applicants’ word for it when they say they’re trustworthy. It might seem harsh, but there’s too much at stake when hiring a new employee. That’s why up to 98% of businesses run background checks on all job candidates.

While job seekers may be familiar with the background check process, it can be hard to understand why different businesses look for different things on background reports. If you’re convicted of a crime or have a note on your record affecting your ability to do a job, you could be flagged by that company.

Businesses may respond differently to the same background report, so it can be helpful to know how certain aspects of your report may affect your job search. No one can really “fail” a background check, but a report can fail to meet the requirements of a specific employer. Inform yourself before your next job search with this guide on how to manage 5 common background check red flags. 

A Criminal Record

One of the most common screenings employers use is criminal background screening. This may be concerning to anyone with a criminal history, but employers must take the nature of a crime into consideration before making any employment decisions.

Some industries like security, education or elder care do want a completely clear record because employees will work with vulnerable populations. If an applicant’s conviction is not relevant to a job’s requirements, however, the majority of employers will give the applicant the chance to explain their record.

Credit History

In some cases, employers can see an applicant’s credit report as part of their background check. Generally, your credit history won’t impact your chances of getting hired. It will only if you apply for a job to manage the company’s finances or credit.

Driving Record

A few speeding tickets or parking infractions won’t be a red flag to most employers. However, not every business looks at applicants’ driving histories. An employer will likely only look at your driving record if you will need to operate a vehicle for the job. Be aware of your driving history if you know driving will be part of the job requirements.

Employment History

Background checks can show employers an applicant’s verified employment history with dates of employment, job titles and more. Therefore, it is in your best interest to be completely honest on your resume.

Drug Screening

Some businesses may require applicants to pass drug and alcohol tests before they can be hired. Many employees in civil service, public schools, road construction and law enforcement must pass drug and alcohol tests to work.

Applicants have lots of rights under the Fair Credit Reporting Act (FCRA) to protect them at all stages of hiring. If you think you have been removed from consideration for a position unfairly, you are free to dispute your background report. That’s how to manage 5 common background check red flags. For more, reach out to One Source Client Relations to learn about your rights under the FCRA.

A guide to screening contractors and contingent workers

Whether you’re a business owner in search of a consultant or a school superintendent looking to renovate, you’ll need to find and hire a contractor. Contractors, or contingent workers, follow a unique format of employment that depends on the expectations of those who enlist their services.

Since contractors are hired on a temporary, project-to-project basis, it can be unclear whether they should be subject to screenings like full-time employees. Contracting agencies often run background checks on individuals before they can join the agency. However, it’s impossible to know if those checks match your organization’s screening standards.

If you hire contractors, get in touch with a screening solutions provider that complies with the rights of contractors while still upholding your screening standards. Below we’ll discuss some rules about screening contractors and contingent workers to ensure you find the best contractor for your needs.

How should I handle contractor screening?

In order to decide the best background check process for contractors, think about the nature of your organization and what you expect of each contractor.

Some questions to consider as you outline your contractor screening policy include:

  • Is your organization regulated by any federal or state screening requirements?
  • Will the contractor interact with any vulnerable populations like children or the elderly while working on your property?
  • Could the contractor potentially have access to your organization’s sensitive information?

Determining the level of access a contractor will need and considering your industry’s screening regulations will clarify the kind of background check you should choose for contractors. When in doubt, follow the same screening policy you use for full-time employees. This ensures everyone working for you is screened equally and helps prevent discrimination claims.

What should I look for on a contractor’s background report?

At One Source, we provide simple, efficient contractor screening solutions to help you choose the right contractors for every job. It can sometimes be tricky to determine on your own what a background report really means, but we work with you to take the guesswork out of the entire process.

When you receive a certified contractor report from One Source, you will see if he or she does or does not meet our requirements. This way, you can quickly determine whether to hire a certain contractor. Your project will begin sooner and your organization remains safe with the contractor you choose. That’s just a beginning guide to screening contractors and contingent workers. 

To learn more about One Source’s contractor screening offerings, reach out to the One Source Client Relations Team.

Employers’ Crash Course: The Fair Credit Reporting Act

Background checks are nothing new, and now essentially customary in the recruiting and hiring world. Most employers run checks on all new applicants for every open position and even those up for promotions.

So while screenings are a normal part of the hiring process, keep background check regulations in mind to protect your organization and your applicants. Designed to protect the rights and information of job applicants, the Fair Credit Reporting Act (FCRA) carries immense influence.

When followed properly, the FCRA will help you make informed hiring choices while protecting your candidates. When broken, however, the FCRA gives people the power to levy lawsuits against organizations. To protect your business, make excellent hires and avoid potential legal trouble, brush up on your knowledge with this Employer’s Crash Course on Fair Credit Reporting Act.

What is the FCRA?

The FCRA outlines the responsibilities of consumer reporting agencies and the rights of those undergoing background and credit checks. It requires consumer reporting agencies to report accurate and complete information to businesses when they evaluate employment candidates. It also allows job applicants to see their reports and dispute any inaccurate information.

Under FCRA rules, background check agencies have a duty to be thorough and accurate in their reporting. Job applicants too have the right to advocate for their reputation and true identity. The burden of the FCRA isn’t just on reporting agencies, however. Employers must uphold the rights of their applicants in order to stay FCRA compliant.

How can I be compliant?

Employers must follow certain procedures when recruiting and hiring to comply with the FCRA:

  • Inform applicants you are going to screen them, then get written consent from every applicant to begin the background check process.
  • Explain what information your background reports gather and why you need it but only if an explanation does not cause confusion.
  • Be aware of your state’s screening restrictions and adhere to them. “Ban-the-box” laws have become more common in recent years.
  • If you are going to take employment action—such as rejection or termination—due to the content of a background report, you must follow the adverse action process. This includes sending pre-adverse action and adverse action letters, a copy of their report and their FCRA Rights.
  • Understand that applicants have the right to dispute their report at any time. When you send a pre-adverse action letter, you have to allow a reasonable amount of time—typically around five days—for the individual to dispute their report.

If you follow these steps, you will stay within FCRA rules and avoid negligent hiring suits.

What are the consequences of noncompliance?

The number of lawsuits brought under the FCRA reached an all-time high in 2019 and have continually increased every year since 2011. If an employer and their consumer reporting agency fail to meet FCRA standards, they put themselves at risk for an expensive lawsuit.

Because background screening is often part of standard hiring processes, organizations can repeat the same FCRA infraction multiple times. This can lead to costly class-action lawsuits from multiple parties.

Eliminate the possibility of FCRA non-compliance suits and maintain your responsibilities by partnering with a trusted background screening agency. One Source is completely FCRA compliant and here to help you navigate its regulations easily. That was your Employer’s Crash Course on Fair Credit Reporting Act. Contact One Source Client Relations to learn more about our services.

9 Websites Your HR Team Needs to Bookmark

Human resources teams are the multitaskers, recruiters, coaches, cheerleaders and everyday administrators that keep companies going and thriving. While juggling payroll, benefits and hiring, they also need to keep up with news and trends in the HR industry. 

These nine websites your HR team needs to bookmark provide excellent resources to get quick updates on their field. Some analyze HR news, some break down ethical hiring practices and others have unique thought leadership to move your team forward. Bookmark your favorites and help your team stay sharp.

The Professional Background Screening Association (PBSA)

The PBSA is a trade organization that sets performance and ethical standards for background check agencies. They’re on the cutting edge of screening practices with plenty of resources and information for your hiring team. Check out their resources, education and accreditation tabs to learn how to choose an outstanding screening partner.

HR Bartender

Sharlyn Lauby, an HR consultant, is the friendly, welcoming voice of the HR Bartender blog. She fills her site with fun commentary, insightful opinions and thoughtful analysis of trends in the human resources world. Often, Lauby will answer reader questions from all perspectives of hiring and talent development. If you want enriching and educational content delivered with pizzazz, make a habit of visiting HR Bartender.

Fistful of Talent

The authors of Fistful of Talent take current events and uncover how human resources concepts appear in all of them. Their editorials offer approachable commentary and lessons about how to manage talent and grow teams.

U.S. Equal Employment Opportunity Commission (EEOC)

While a bit more technical, the EEOC’s site has vital information for any hiring team. If you ever have a question about employment law or ethical hiring practices, you can check the EEOC’s publications page and peruse their variety of fact sheets. Basically, everything you need to know about equal opportunity employment lives on this site, even if you have to search a bit to find it.

Evil HR Lady

For off-the-wall, honest HR content with a pinch of sass, Evil HR Lady is your go-to blog. The writers aren’t afraid to tackle tough subjects with class and mundane topics with excitement. If you’re ever unsure how to handle a particularly difficult, weird or emotional HR situation, the answers are probably somewhere on this site.

TLNT

TLNT is a division of ERE Media, an online hub for recruiters. On the TLNT site, you’ll find professional news, analysis and opinions of the HR industry plus a daily e-newsletter and a curated feed of HR blogs from across the internet. So, TLNT is an all-in-one resource for everything talent and recruitment related.

Society for Human Resource Management (SHRM)

SHRM stands as a key human resources trade organization with over 275,000 members around the world. They are thought leaders in the HR space with thousands of articles, reports and studies to inspire your team. Some content requires SHRM membership to view, but much of their best content is free.

BLR

One of the most unique features of BLR’s site is its comprehensive, easy-to-use search function. Therefore, they make it easy to hone down the exact topic and kind of content you need from their huge library of HR articles, presentations, quizzes and talking points. It’s especially useful if you need to find specific information about compliance or employment law.

One Source

Here at One Source, we have resources, blogs, FAQs, a glossary of background check terms and a responsive, knowledgeable Client Relations team. So, when you need background check guidance or hiring assistance, One Source will have your back and help create the best HR solutions for your team. Contact One Source Client Relations to learn more about our services and resources.