What to know before you start.
Start with the job and the information your hiring team needs to review. Then choose relevant checks and confirm their coverage, applicant steps and results. Plan who will obtain required written permission, review the report and handle applicant questions or notices.
- Describe the job and choose checks connected to its responsibilities.
- Plan required disclosure, written permission and any adverse-action notices.
- Allow for source delays and clarification; your organization makes the hiring decision.
Describe the responsibilities first
A role is more useful than a broad industry label when explaining a screening need. Someone may work with customers, handle important records, visit properties or drive for the organization. Describe those responsibilities before deciding which checks to discuss.
If several roles are involved, identify what they share and where they differ. A screening request can then be discussed in terms of the information relevant to each position.
- What will the person do?
- Which information does your organization want to review?
- Are driving, reported work history or education relevant to the role?
- Who will review the returned information?
Choose information with a purpose
Employment screening may combine identity information, record searches and verification of reported history. A driving record may be useful when the role involves vehicles. We discuss the available checks and their coverage for the specific request.
More checks do not automatically create a better decision. A clear request explains why information is being sought and how it connects to the position under review.
Plan the employer review process
When an employer obtains an employment consumer report, the FTC and EEOC guidance describes a stand-alone written disclosure and written permission before the report is obtained. It also explains employer certifications and nondiscrimination responsibilities. Confirm the process your organization will use before ordering.
If a report may lead to an adverse employment decision, the guidance describes a notice with the report and a summary of rights before the decision, followed by an adverse-action notice if the decision is taken. Assign responsibility for those steps and for applicant questions. Review the linked guidance and any applicable state or local rules for your situation.
- Who handles applicant disclosure and authorization?
- Who reviews returned reports and requests clarification?
- Who manages required notices and applicant questions?
Official guidance: Federal Trade Commission & EEOC
Leave room for clarification
Available information can vary by source or location. A record may need additional verification, or an identifying detail may need clarification. Discuss those dependencies before ordering; reports may return different information at different times.
CBEOF supplies the selected information in an organized form. Your organization remains responsible for its review criteria and final decision.
Tell us about the role
Tell us the role, work locations and expected hiring volume. If you already have a screening approach, explain the checks or delays you want help with. Your first message can focus on the business need; we’ll explain which applicant information is needed next.
Read the source.
- Background Checks: What Employers Need to Know
Written disclosure and authorization, employer review responsibilities, and notices before and after an adverse employment decision.
Sources checked with this guide’s review. Review the current agency guidance for the requirements that apply to your situation.
Use this guide to plan your question. We’ll confirm the work, coverage, price and timing before you decide.
