In the letter, you must explain that the findings of the background check are the reasons for the rejection, the candidate's right to challenge any inaccurate information, and the option to request a new copy of the background check within 60 days. If you have filed for bankruptcy in the past, you may not pass the background check. On this basis, you'll most likely fail if you opt for a position where you'll handle a company credit card or large amounts of money. Receiving notice prior to adverse action can be unpleasant, but it's a good opportunity to investigate the matter further and, possibly, correct incorrect information.
So how do you respond to a failed background check? The best answer is to question the information as soon as you are notified of the existence of such information. A failed background check could mean a potential hiring risk for security reasons. Many companies choose to work with a background check provider to prevent this from happening. Third-party services ensure that organizations receive accurate and specific information about the candidate. This way, if the candidate fails the background check, they will have the information necessary to assess the situation and proceed.
A strong hiring process is more than just finding the perfect candidate for your company. How you choose or don't choose candidates can bring a lot of legal problems for your company if you don't follow certain procedures and regulations. That's why it's important to establish a selection process that follows local and federal regulations to fairly treat every potential employee. You can't just make snap judgments about candidates, even if something unfavorable shows up on their background check. If information from the selection process proves to be a decisive factor for your company, you must take certain steps to make your adverse action procedures legal and compliant.
Most importantly, this includes informing the candidate of the results of their background check and giving them time to challenge or explain any negative information. A successful hiring and background check policy can do wonders for your company, so make sure you have all the information you need to do it right. To help you in the process, here's our guide to failed background checks and how to inform a candidate for a job. What causes a failed background check? Often, a candidate fails verification because the information provided is incorrect. This can be resolved simply by asking the candidate to review and re-submit certain details.
A violation, or “hit,” may not automatically indicate a problematic background check result, especially if it occurred many years ago and its level of severity is low. The choice of whether or not to pass a background check is at the discretion of the employer, and whether the company decides that the information discovered (or not discovered) in the background check presents sufficient risk to not approve the candidate. Background check results with red flags can hinder your plans to hire a candidate, and there are specific steps you should take to carefully weigh your options. If your candidate's background check is not satisfactory after receiving a job offer, it's critical that you spend time evaluating the nature of the specific findings.
You should do this as soon as possible after receiving notification from your employer about the failed background check. Your hiring policy should describe the circumstances in which an offer of employment may be affected by the results of the background check. Managing background check errors begins with a policy that is regularly audited to prevent non-compliance, discrimination and harm to the company. A failed background check means that the background check report has discovered “hits” or alerts about a job candidate. The procedure should look at each type of background check your company performs, the types of failures you could expect, and the measures to address each failure. With this information, you can file a background check dispute and try to correct negative information.
Negative information in a background report or credit check can ruin your chance of getting your dream job. An employment check is a type of background check that confirms information stated by a candidate about their previous employment. When your background check policy outlines the steps you'll take when candidates fail the background check, you can be more certain that you haven't missed any of the mandatory steps.
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