Choose information relevant to the request
Start with the job, work location, and information relevant to the hiring decision. Employment, education, license verification, and other checks use different sources and procedures, so not every check will fit every role.
Establish the required permissions
Where the Fair Credit Reporting Act applies, the process must address required disclosures, written authorization, employer certifications, and other responsibilities. State and local restrictions also need review.
Keep decisions and candidate rights in view
Employers retain hiring responsibilities. If report information may affect a decision, applicable pre-adverse-action and adverse-action steps must be addressed. Identify the reporting provider’s dispute channel so candidates can question errors.
Protect candidate information
Keep identity documents, Social Security numbers, and background reports out of ordinary contact forms. Before sharing candidate records, ask how the information should be provided and who will receive it.
This guide provides general information. Requirements vary by location and circumstances; seek advice specific to your situation before making legal or regulatory decisions.