Depending on the scope and type of background check requested, the average background check takes one to five business days. Some searches are readily available and can take just hours. In other cases, a special form or process may be required, or the background screening company may be relying on 3rd parties (like employers, education institutions, and government entities) to make a manual search of their records which can extend the turnaround time.

How far back background check go depends on several factors, such as your company policy, state/county reporting limitations where the candidate works or where the employer is located, and the Fair Credit Reporting Act (FCRA). Most criminal background checks have a seven-year look-back period, which is industry standard.

The FCRA prohibits Consumer Reporting Agencies (CRAs) like Check Before Hire from reporting the following:

• Civil suits, civil judgments, and arrest records that antedate the report by more than seven years.

• Other criminal records that resulted in a conviction, any adverse information that predates the report by more than seven years.

Some states have different reporting limitations than the FCRA. For instance, they may limit reporting of convictions to seven years, limit reporting depending on the level of the offense, prohibit reporting of non-convictions or limit reporting based on the expected salary of the new hire.

There is not a one-size-fits-all background check. Employers should be thinking about how the information they want to uncover/confirm in the background screening is related to the applicant’s job duties. The Equal Employment Opportunity Commission (EEOC) requires employers to consider the job-relatedness and business necessity of criminal records for candidates they are considering for their position when selecting background checks.

When building a background screening package, it’s essential to identify all the positions in your company and think about what checks will help your company make the best diligent hiring decision.

Companies looking to create a basic background screening package should always contain the minimum search of Social Security / Residence History Trace, County Criminals Check, Nationwide Federal Criminal Check & a National Criminal Record with Sex Offender Registry search. Then to build a more comprehensive background check package, consider adding additional services that take into consideration the duties and responsibilities of the position, for instance, adding a Driving Record Check for driving positions, drug screenings, and Abuse Registry Checks for positions working with vulnerable populations, or verification of a claimed degree, employment history, or professional license for positions where an education credential, particular work experience or a professional license are a requirement of the job.

Many industries, such as transportation, healthcare, and financial services, have special regulatory or statutory requirements on what background screening services must be run to remain compliant. If you have employees in regulated industries, it’s vital to choose a background check provider that can help you complete the proper services.

When a candidate contacts Check Before Hire to dispute information in their consumer report, we have a trained and knowledgeable team available to assist them with this process.

We take the following steps in the event of a candidate dispute:

1. Start the Dispute: To initiate the dispute process, we will work with the candidate to identify the item that is being disputed. We will also ask the candidate if they have any supporting documentation to confirm what is being disputed or expedite the process. Such documentation is helpful but is not required in order for us to initiate the reinvestigation.
   • Note – If the Candidate indicates the report is correct, but they want information as to why they were not hired or the status of the hiring decision, Check Before Hire will advise them that we do not make the hiring decision and direct them to the client directly for that information.
   • We will notify the Client for whom the report was prepared that the Candidate has started a dispute.
2. Reinvestigate: As outlined by the Fair Credit Reporting Act, we will conduct a reinvestigation of the disputed information free of charge.
   • Information that is found to be inaccurate or incomplete as a result of the reinvestigation is then updated or deleted from the report.
3. Complete the Dispute: We will document the results of the reinvestigation in a letter to the Candidate.
   • The letter would include a copy of the report if results were changed due to the reinvestigation and any other information required by the FCRA.
   • We will notify the Client that the dispute process is complete and the results of the reinvestigation.

Check Before Hire delivers fast, cost-effective, user-friendly, and accurate background screenings. Background screening plays a crucial role during the hiring process.

With over 20+ years in the background screening industry, our team here at Check Before Hire understands the legal and financial implications of employers’ hiring practices. We are committed to working with employers to design and implement a comprehensive screening program that fits their business needs. Our team can assist you every step of the way to prevent negligent hiring lawsuits.