Pre-Employment Screening Candidate FAQ

Candidates are always curious about their pre-employment background checks. They have certain questions in their mind regarding the screening which are not entertained frequently. Complygate is here to answer the most frequently asked questions by the candidates undergoing the screening procedure. In this section, we shall clear most of the doubts that come in the minds of job seekers.

Question: How can I know if a business verified my background after I applied for a job?

Answer- Prior to conducting a background check, the employer must disclose the need for pre employment screening to the candidate and obtain their consent in writing. The "disclosure and authorisation" documents are what the applicant signs, according to customary use. However, the employer may not always perform these checks on the applicant.

Some businesses may need all candidates to complete a consent form and get a disclosure as a part of the application process, depending on their hiring procedures. However, only those applicants who are seriously evaluated for the role will have their backgrounds checked by the employer.

The alternative scenario has the employer disclosing information and requesting permission only after making a conditional job offer to the applicant. Otherwise, the candidate can inquire directly with the hiring team or the company to find out if a report has been created.

Question: What is meant by the Fair Credit Reporting Act (FCRA)?

Answer- The FCRA is a federal law that protects consumers by regulating consumer reports and guaranteeing the security and accuracy of consumer data. When an employer hires a third party to create the report, the FCRA is applicable. One sort of consumer report is a background check for employment. The FCRA does not exclusively govern credit reports. Consumer reports include credit reports among others, but credit records are typically not included in background checks for jobs.

The term "consumer" as used in the FCRA refers to the subject of a background check. The person who orders and uses the report to make a choice that may affect the customer (e.g., employment, tenancy, credit, etc.) is known as the "End-User", which is the employer in the employment scenario. Additionally, the firm that does the background check and creates the report is a form of "consumer reporting agency" (CRA).

Question: What rights do I have if I was the subject of a background check?

Answer- According to the FCRA, you would have previously received a suitable written disclosure which would need your written approval if a background screening report was to be done on you. The business must follow what is known as the "adverse action" process if any information from the report was used to make a decision that led to you losing your employment, being fired, being prohibited from volunteering, etc.

During this procedure, you will be informed that this "adverse action" is the outcome of the background check report. Your background report and a pre-adverse notification are sent to you by the business to do this. After receiving this notification, you should evaluate your report and, if necessary, get in touch with the firm that created it (contact details are included in the Pre-adverse Notice). The background check provider must do a free reinvestigation of your complaint within 30 days of receiving your contact, but it usually works to finish the reinvestigation as soon as possible so the business may make a final hiring decision. The background check agency will inform the business that ordered your report, as well as you, the customer, as soon as the reinvestigation is finished. If adjustments were made, the CRA will produce updated reports. If not, it will reiterate its initial conclusions. Following that, the employer would base the recruiting choice on the updated report.

Question: Will I be considered for employment if I have a criminal record?

Answer- In many cases, the past is simply the past, and there is no purpose to include it in the report or procedure of an employment background check.

A criminal arrest does not automatically imply that it will have any significance. Even if or when it is brought up, you are aware that it has little to do with who you are right now, what you can contribute to the company you are joining, and most likely not who you will be in the future. You can do this.

In general, having a criminal record does not preclude you from getting a job. It relies on the organisation that is evaluating you for the post. A variety of factors are taken into consideration. Employers typically consider whether a criminal past corresponds to the employment being sought when making a choice. The background check company is not involved in recruiting decisions and is unaware of companies' hiring requirements.

Question: What information is typically included in a background check report?

Answer- Depending on what the employer chooses as part of the background screening package; the components of an employment background check vary. When an employer recruits someone for a position that calls for a specific kind of check, this information may be based on any legal requirements that could apply. However, an employer wants to verify the applicant's job history and credentials. More significantly, they want to be able to trust their new hire. Therefore, they are searching for honesty in the applicant. They also want to know whether the prospect has any criminal past that is relevant to the job role.

Question: Is a credit check included in my background report?

Answer- Most background checks for jobs don't include credit checks. Only when an employment requires financial management, access to funds or other sensitive information, etc., do employers conduct credit checks on a report. Additionally, a handful of states have special regulations that place restrictions on the ordering and application of credit checks by businesses for the purposes of employment and hiring. Additionally, a credit check that is a part of a background check for employment omits a credit score.

Question: What if I can't give evidence of address because I've relocated, lived abroad, or don't have any utilities in my name?

Answer- We are aware that it could be challenging to produce evidence of address in some situations. Together, we will look into other options for how you may get the same or a similar amount of information.

Question: I've been requested to submit verification of my identity and address, what does this imply?

Answer- The standard form of identification (ID) is a current passport or a UK driving license. If you don't have these records, a copy of your UK birth certificate or an EU National Identity card will do. For these checks, a birth certificate issued outside of the UK is insufficient as identification. Utility bills, bank or building society statements, credit or store card statements, or official documents (such as a council tax bill or a letter from HMRC) that show your present address and are dated within the previous three months may be used as evidence of residence. Mobile phone bills are not accepted as address evidence.

Question: Why is it necessary to provide so much personal data to complete the online questionnaire?

Answer- According to GDPR Article 5, "Personal data should be sufficient, relevant, and restricted to what is necessary in connection to the purposes for which they are processed". Only the information necessary for the pre-employment screening procedure is gathered by Complygate.

Question: Why am I being asked to produce extra documentation as proof of activity?

Answer- We might need to ask for proof of some activities that we weren't able to validate at the source or that were being delayed there to finish the screening process. For instance, if a business where you had worked has closed, changed ownership, or if student data has been preserved off-site. Additionally, your firm may have a policy requiring workers to provide documentation of any activity they engaged in while on leave. Any such requirements will be discussed with you in detail.

Question: What happens if a prior employer refuses to verify my information or if a former company goes out of business?

Answer- An employer's lack of response causes the verification to be insufficient. CRA is only permitted to make so many requests before the report must be closed. Whether it's a non-responsive former employer or a closed company, the outcome is a report with insufficient information that can make it difficult for your employer to swiftly decide whether to hire you. If required, the screening business may get in touch with you to let you know about the delays or any information demands.

Question: Do I have to provide my permission for these pre-employment checks to be conducted?

Answer- You should discuss your concerns with your HR adviser if you do not want to comply with the necessary pre-employment checks. They will be able to advise you on the effects this will have on the hiring process.

Question: Can I start working before the background checks are finished?

Answer- Employees often won't be permitted to begin working until their screening is over. In order to prevent unnecessary delays, kindly answer any calls or emails we may send you as soon as you can. Please get in touch with your HR adviser if you have any queries about how your screening is going; they will be in the best position to help.

Question: What is the difference between a spent conviction and an unspent conviction?

Answer- Unspent convictions have not yet occurred and will still be seen on a DBS check, whereas spent convictions are crimes that have already occurred and have been expunged. Although spent convictions may still show up on standard and enhanced level checks, it is simpler to get employed if your cautions or convictions are regarded as spent.

Question: Why was the copy of my passport rejected?

Answer- We require a clear and legible copy of your passport before we can perform our background checks. Please make sure the copy you provide shows the document's four corners. All information, including the entire alpha-numeric strip (or MRZ code) down the bottom and your picture, must be legible.

We hope this FAQ section might have cleared some of your doubts regarding the background checks. Complygate is always bound to help you regarding all your screening questions and provide you with suitable resolutions.

Click here to learn more about some of the pre employment screening checks we offer.