Definition of background checks
The definitions for all are the same. Background checks are also known as pre-employment screenings, pre-employment checks and pre-employment verification. Cambridge Dictionary defines it as a check of what a person has done in the past, usually as part of the process of deciding whether or not to employ them.
Background checks are typically pulled from information on a candidate’s county, state, or federal records. County and state records are public records and can be checked by the candidate as well. County checks are the most reliable information. Physical information, instead of digital/online information, is not mandated by the Fair Credit Reporting Act (FCRA). Therefore, online information is less reliable than physical information. As a result, it is imperative to contact a person or go into the physical office to get your most updated criminal history. It is important to update any information that is not the most common. My rule of thumb is “if you can find that information, then any background screening can too”.
Typically, background checks will check information as far back as the date of the screening to 7-10 years prior to the current date. Since a lot of human resources professionals have not educated themselves on background screenings, then they may check further. It is not uncommon for candidates to easily contest checks further than 10 years.
How to NOT have a background check run at all, Ban the Box Law
For states that support not checking further than 7-10 years and/or do not allow background checks, then they are considered the ‘ban the box’ states. Bank the box refers to the question on job applications that asks applicants whether they have ever been convicted of a crime. In these cases, candidates have two options in regard to their criminal history – yes or no.
Keep in mind that NO one should check your criminal history without getting written approval from you using the Consumer Authorization Form or a form that reflects only the information that would be on the Consumer Authorization Form.
Cost of background checks
The cost of background checks varies in multiple ways. There are companies that require the candidate to pay the costs for background screenings. Other companies will pay the entire cost themselves.
For candidates, the costs are usually minimal where the potential employer only wants you to check one source – typically the state or county. Those costs range from free to $10 which can be found online or in person, depending on what the state or county has available.
For potential employers, the costs usually range from $10-$80 per candidate. Employers’ costs increase depending on if they are checking county checks, nationwide checks, state checks, driving record history, employment history, multiple names or alias per candidate, education validation and so much more. What is checked depends on the company’s industry, the job requirements, and how soon the company wants the results. The quicker the processing time, the higher the costs.
I invested in learning all things background screenings when I was only 2-3 years into my Human Resources career. Though I learned a lot while in graduate school, it did not compare to what I learned while attending background screening presentations, contacting background screening firms directly and so much more. Since learning about background screenings, I have found them to be pivotal in the employer-employee relationship.
Benefits of conducting background checks
There are many benefits to the employee and employer when conducting background checks. When background screenings/checks are run, it deters potentially harmful candidates from applying. This keeps the workplace safe.
It also decreases liability and/or insurance costs for the employer as well. Worker’s compensation is the main insurance that is affected and allows the employer to benefit from having a background screening process.
Disadvantages of conducting background checks
There are some disadvantages to conducting background checks. Those disadvantages are:
- Uneducated human resources professionals and decision-makers
- Timeframe to get the results of background screenings
- Uneducated candidates
If you’ve read this far, then you know I’ve already said one. The first disadvantage is that many human resources professionals are not educated on what to check, what the results should be, and what outliers should disqualify a candidate from the position.
There were several times when I had to be an advocate for candidates because the decision makers would look past 10 years, disqualify candidates for charges that did not relate to the position, or simply assume that if a candidate had any charge, then they can’t get the job. In each organization I worked for, I made it pivotal that only necessary people needed to see the final results of a background screening and in most instances, that meant only Human Resources professionals.
The second disadvantage is that thorough screenings can take a while to be completed. Most times, it is because county checks should be done in person. As a result, the only time to get the information is when the county office is open. During COVID, county offices were closed for MONTHS! In smaller counties, there are fewer employees on hand to get the information. In larger county offices, there are dedicated professionals for these, which makes it faster.
Another thing that can cause a delay in processing is the Adverse Action Process. The Fair Credit Report Act (FCRA) allows all individuals to have the right to dispute information on their background check report. In this case, candidates will receive a pre-adverse action letter notifying them of their right to dispute their results.
The final disadvantage is that since HR professionals are not educated on background screenings/checks, then they do not allow candidates a chance to prove themselves. It is far too often that companies will not inform candidates of why they are no longer being considered for the position. In other instances, candidates allow potential employers to check their screenings before accepting a job offer! According to the FCRA, candidates are not required to complete the Consumer Authorization Form which grants an employer the to check their records until they receive a job offer. This INCLUDES checking references!
I could go on and on about background screenings all day. There’s just so much to cover. To grab more info, click the links below to get more through my YouTube videos below.
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