The following blog post was written by Nick Fishman, Chief Marketing Officer and Executive Vice President of EmployeeScreenIQ.
It’s no secret that most companies now conduct employment background checks as a condition of employment. If not, you might think the process sounds a bit sinister and that your entire personal history will be exposed. However, the more you know about employment background checks the more at ease you’ll feel when the request is made.
1. You don’t need to be afraid of employment background checks. The unknown can be scary, so you should know exactly what’s involved with a background check. A potential employer may request the following information before extending an offer of employment:
- Driving records
- Criminal history
- Military records
- State issued credentials
- Education history
- Past employment
- Credit records
This isn’t a complete list, but it gives you an idea what a typical employment background check could involve. Don’t hesitate to ask for more details on what the company is looking for and how long they expect the process to take—in fact, employers who focus on providing a great candidate experience often anticipate these questions ahead of time.
2. An employment background check is for verification purposes. One of the primary reasons a potential employer will conduct a check is to confirm that the information you’ve included on your resume is correct. There are many job seekers that fib and embellish their experience, and many more that blatantly lie. The company where you’ve applied is simply taking the appropriate steps to reduce its risk by thoroughly vetting candidates.
3. You should be up front about criminal convictions as necessary. Once you’re informed that you’re required to submit to a background check, you should be honest about any criminal history. However, keep in mind that there are some cities and states that have “banned the box” where you disclose a criminal history. Make sure that employer is not breaking the law by asking you for this information too early in the process. Getting ahead of it and being honest shows character and can help you overcome objections that could occur if the employer were to discover the record later in the process.
4. If you’re not hired as a result of a criminal conviction, the employer must follow proper procedures. The Fair Credit Reporting Act (FCRA), requires employers to follow the Applicant Dispute process when job candidates submit to employment background checks. Specifically, an employer must follow:
- Pre-Adverse Action: The company must draft a letter that includes the contact information of the screening service. It must also state the reason for the letter is that negative information was uncovered on the background check. A Summary of Rights explaining what the candidate is legally entitled to do must accompany the letter.
- Adverse Action: Very similar to the Pre-Adverse Action process, this phase also requires written communication with the job seeker. The letter should state that the candidate will no longer be considered for employment due to the findings in the employment background check.
5. You have the right to dispute any incorrect information that turns up. After receiving the pre-adverse action communication, you have ample time (usually around five days) to contact the screening company and dispute the derogatory information revealed on the background check. It’s also wise to let the potential employer know that you’re formally disputing the results.
Now that you understand the information employers are looking for in a background check, you can see there’s little cause for alarm. You already have plenty to do when it comes to fine tuning your resume and preparing for the interview, so just be transparent about your background and don’t sweat the background check; employers are more likely looking for a reason to qualify you for a position than to disqualify you.
Nick Fishman co-founded EmployeeScreenIQ in 1999 and serves as the company’s Chief Marketing Officer and Executive Vice President. Nick oversees all of EmployeeScreenIQ’s marketing activities, including business development, lead generation, social media, media outreach and brand building initiatives. Nick is the chief pioneer and architect of EmployeeScreen University, a first-of-its-kind online, educational learning resource for human resource, security and risk-management professionals. He is also a frequent speaker on industry issues including: New Technologies in Employment Screening, Best Practices and Industry Trends. Nick is also a frequent blogger on the company’s “IQ Blog” and serves as a moderator on the company’s “Quick Takes” video series.