Is Doing A Background Check Accepting A Job Offer

You did it. You nailed the interview—or many interviews. You gave them your A-game and they gave you lot an offer. Nice! And as almost an bated, the recruiter says, "The offer is contingent on a background check, but I don't anticipate whatever problems."

"Ok, yep, sure," y'all say, nonchalantly. But inside, you panic. For any reason, you start to worry. The worry may abound to fright and and so you're in total-blown freak out mode, searching the Internet for answers for every possible scenario. Yous're asking complete strangers online, "What happens at present?" "What if they notice XYZ?" "What exactly are they looking for?" And even, "I totally lied on my application! Am I doomed?!"

Deep breaths, friend. We have some answers for you.

The background screening procedure has many pieces. As you moved through the interview process, at some point (generally after an offer) you lot were provided with a disclosure that a background cheque is going to exist requested by your prospective employer, and you lot signed an authorization, permitting your future employer to look into specific areas of your life via a third-party consumer reporting agency (CRA). The employer decides what types of groundwork checks will be done, which are generally consistent by position, and the employer's cess of your background screening will be entirely different than those reviewed for another candidate.

Video: Everything You Wanted to Know About Background Checks

In the U.S., the Off-white Credit Reporting Act (FCRA) has strict guidelines about how an employer through a CRA, or a background bank check company, tin can request a background check. The FCRA and country laws also provide consumers' rights as they pertain to information contained in their criminal, and credit background reports in general.

That's the curt answer. Now let's take a wait at these things piece past piece.

It's not similar Telly

First, it'south important to understand that there isn't one source of information about you. Background checks aren't similar those TV crime dramas where the gal with swift computer skills sitting in a dark room can pull upwards everything about y'all in the glimmer of an center. CRAs source information through various means—calling employers and universities, looking upward public records, and even, when required by sure jurisdictions, physically going to courthouses to retrieve information. This process is usually completed in a few days, but can sometimes have two weeks or more and is contingent on returned phone calls, a court'southward public record computer systems operation properly, holidays, even government close-downs. If y'all've lived, worked or gone to school in multiple states or overseas, the procedure can have longer.

Understandably, both you and your future employer are anxious to get the results. The CRA works equally quickly every bit possible to gather all the requested information in the shortest time possible keeping in mind that that the information has to be matched to y'all and complete and up to engagement to be reported. To larn more about how long a groundwork check should accept, take a look at this fun video.

Hither's what they look at:

Based on HireRight'due south 2018 Criterion Report which surveyed over half dozen,000 HR professionals, the most popular types of background checks are criminal or other public records searches, verifications of previous employment and/or references, identity, education and motor vehicle records. If your task volition be in cyberbanking, finance or any position where you'll be handling money, the employer may have the CRA report your credit history. Yous may also exist screened for drug and booze utilize. What the CRA checks is upward to the employer, then that list may vary.

Employment Verification
With your consent, your future employer can contact past employers. A CRA will contact the employers listed on your resume or awarding to verify the dates you worked and the positions you held. They may besides contact references y'all have provided to define operation and character.
Helpful tip: Having past paystubs and/or Westward-2s handy will speed along the screening in the event the CRA is unable to reach your former employer or the organisation is no longer in business organization. In most cases, you're welcome to redact your compensation.
Education/Licenses
Like verifying past employment, the CRA will contact the educational or licensing institutions you lot have listed to verify your form of study and degrees earned. They will also research whatever professional licenses to ensure that they are all upwards to appointment, provided your prospective employer finds that they are necessary for the position.
Note that many educational institutions do not respond directly to requests for information. Instead, they subscribe to an educational reporting provider. These providers verify student records, transcripts and degrees and protect against artificial information supplied by "diploma mills."
Helpful tip: Just like verifying employment, you might exist asked to provide a copy of your transcript, certificate or caste.
Criminal Record
The CRA may search for criminal records from local, regional and federal authorities. How far back in history they become is determined by the FCRA or the land; The FCRA and several states restrict the reporting of convictions that occurred more than vii years ago unless sure exceptions are met.
Helpful tip: If asked by your prospective employer information technology'due south best to be honest and disclose upward front any criminal convictions on your record. Giving your future employer a heads upwardly about what they might find and the context of your criminal history can help them equally they decide what to do with that data. Chances are skillful they will appreciate your transparency.
Identity
The identity search verifies that you lot have a validly issued ID and that your proper name is assigned to that ID number. The search is performed through various sources, depending on the land where your ID was issued. Y'all may be asked to provide your driver license or passport.
Motor Vehicle Record
Whether you lot will bulldoze a company auto, a delivery vehicle or a long-booty truck, if your role involves driving, your hereafter employer volition likely check your motor vehicle tape (MVR). This will be necessary in order for them to insure you in their vehicles.
Helpful tip: In the same vein of criminal convictions, it's best to accept a discussion with your prospective employer and disclose anything on your MVR that might raise a red flag. Parking tickets won't come up upwardly, but infractions similar speeding or driving related crimes similar DUI volition.
Drug Use
If your time to come employer requests a drug screen, you will go to a collection site (a dispensary or a lab) and provide a sample (urine, saliva or pilus). The drugs the lab will screen for are dictated by your time to come employer. Many states have legalized marijuana, either medicinally or recreationally, but are non consistent regarding an employer's need to suit marijuana use and then depending on your state and your prospective employer, that may or may non exist an issue. Illicit/street drugs will show upward. Prescribed medication will as well. If you are asked about a doctor-prescribed medication, you demand non disembalm your medical history, but you may need to provide proof of a prescription from your medical professional. HireRight's 2018 Criterion Survey asked about bidder excuses for failing a drug screen. If you desire a good laugh, check out the answers here and here.

Pants on fire:

HireRight's recent Benchmark Survey revealed that a whopping 84% of employers found a lie or misrepresentation on a resume or job application—at all levels of the organization. That's a lot. Whether it's mistakenly listing incorrect employment dates or completely fabricating a caste, your future employer will likely observe it. What to do?

Come up clean. (You lot may be sensing a theme here.) Just exist upward front about it. If you lot worked someplace a decade ago and accidentally listed the duration of employment as a twelvemonth and information technology was actually six months, explicate the honest error to your recruiter. Life is long and sometimes our memories aren't that authentic. These things happen. Information technology may not adversely impact your offering.

If there are things on your resume that are out-right fiction, as painful as it may be, consider telling the truth. The employer will find out anyway. Belated honesty may toll you lot this particular opportunity. Or, if, for example, you don't have a degree but you take pregnant relevant experience, the recruiter may exist able to piece of work with that.

This could be a skilful time to arrange your resume accordingly to avoid running into inaccuracies in the future.

And what if…?

You tin request a re-create of your background report. If an employer finds misrepresentations or negative elements in your background bank check, it's up to your hereafter employer to make up one's mind what to do with that information. The CRA does not decide whether you are hired, nor does it make recommendations. If the negative aspects of your study do indeed impact your offering, your prospective employer has a legal obligation to inform y'all of the potentially adverse action and give you lot the opportunity to dispute the accuracy or completeness of the findings straight with the CRA. Within thirty days, the CRA volition and so investigate the disputed information with the source and volition notify you of the results. Should you nonetheless be unsatisfied, you have the pick to include a brief statement to rebut the findings.

For a complete breakdown of each party's obligations and your rights in the background screening process, read the Off-white Credit Reporting Act (FCRA).

Information technology's understandable that the time during your background screening can feel like limbo. But armed with proper information, you can know that what is found is washed so adequately, accurately and with your best interest in mind.

Now, go out at that place and get that chore!

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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Course I-9 and Eastward-Verify solutions that help employers automate, manage and command groundwork screening and related programs.

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