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When using a consumer report (background check) in the hiring process.
Immediately upon FULL completion of the background check.Immediately upon confirmation of negative information.After comparing the applicant’s report to other candidate’s reports.
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Copy of the applicant’s signed release, description of flagged records and a copy of the consumer report.Notification that records were found and may have an adverse affect on the candidate’s hiring, an evaluation of the flagged records on the consumer report and a copy of the applicant’s right under the Fair Credit Reporting Act.Notification that records were found on the consumer report, a full copy of the consumer report and a copy of the applicant’s rights under the Fair Credit Reporting Act.
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minimum of 10 days.A minimum of 5 days.Between 5 and 10 days.
The dispute does not have any binding effect on the hiring decision.Only after the candidate provides proof that the record does not belong to them.Only after your background screening provider has completed a re-investigation of the records in question.
Simply have the applicant clear their old warrant by paying the fine and proceed with their hiring process.Notify the applicant that their record is acceptable but that they need to clear their old warrant before placement can occur leaving it up to the candidate to clear the old warrant.Notify the applicant that the warrant will keep them from moving forward and treat it as a standard Adverse Action protocol.
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