The Best Employment Check for Enterprise Businesses

There are many reasons why a job candidate might fail a background check. It doesn't necessarily mean you should not hire the candidate if the background check fails after an offer. If you follow these five steps, you will be able to make an informed hiring decision, while also following your company's hiring guidelines and all applicable laws.

You think you've finally found the right person for the job. Then the employment history verification check turns out to be negative. 

We will discuss the most common reasons why a background check may fail in this article. It is imperative that you act compliantly, adhere to your company's policy, abide by federal and local laws, and follow essential procedures.

What Are The Causes Of Failed Background Checks?

Why does an employment verification background check raise a red flag? Criminal history, education discrepancies, poor credit, damaged driving records, false employment histories, and failed drug tests are just some of the reasons someone may not pass a background check. Among these reasons, some are certainly more problematic than others.

 

Criminal RecordDisparities in education  History of bad credit Driving Record DamagedFraudulent Employment HistoryDrug test failed

Not verify employment history

What to Do When a Candidate Fails a Background Check

If you fail a background check after a job offer, follow these steps for an approach that is systematic, clear, and legal: 

Consult Your Policy 

Your policy should outline what goes into the employee background verification, including Social Security Number verification, past employment and reference checks, criminal history, motor vehicle records,education verification, and (if allowed) credit history. 

    2. Send a Pre-Adverse Notice

You must notify the applicant if you consider not hiring them based on the results of the screening, along with a copy of the background check and "A Summary of Your Rights Under FCRA". 

   3. Let Your Candidate Respond

You provide the applicant with the opportunity to discuss the issues raised by the background screening within five to ten business days (depending on your jurisdiction). 

 

 

4. Decide what to do

If you are following your company's policies and the EEOC's guidelines for individualized assessments, you can hire the candidate or not. You've already completed the basic background check if you offer the person the job. 

5. Post an adverse action notice 

You must send the individual a final adverse action letter if you decide not to hire the individual based on the results of the background check. Your letter will explain why you rejected the application based on the results of the background check. This is extremely important.

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