Answer

What type of background check do most employers use?

Not all background checks are the same and those quicker, cheaper screenings you come across online won’t offer the same in-depth research for an applicant. Most employers use comprehensive background checks, like DISA’s, to ensure accuracy and prevent any mix-ups with aliases.

The adverse action process is required for any action taken that denies an individual employment, credit, insurance, etc. based on information obtained through a consumer report. This three-step process complies with federal laws to protect applicants from discrimination. Although it’s the law, many companies still fail to send adverse action notices, subjecting them to potential lawsuits. Employers must abide by the guidelines set forth by the Fair Credit Reporting Act (FCRA) which requires the employer to provide a standalone disclosure informing the applicant that a consumer report may be obtained with written consent. The employer must also provide a copy of the pre-adverse notice, background report, and summary of rights to the applicant prior to an adverse action decision. If any adverse information appears on their background check, then a pre-adverse notice is used to inform the employee that something has returned which may or may not affect their hiring decision. This gives the employee an opportunity to file a dispute prior to receiving a final adverse action notice. An adverse action notice must be sent only if the employer denies the applicant employment based on the information from the background check.

Yes, driving records can be included in a background check. This product verifies current driving history from the Department of Motor Vehicles; it may report arrests/convictions/suspensions for speeding and driving while intoxicated, which may indicate a history of reckless behavior.

A credit report is sourced at one of the three major credit bureaus. A credit report can reveal if an applicant has lived at a particular address or addresses for a length of time and can be an indicator of how responsibly he/she has handled personal financial affairs. In some states, this product can only be used for certain positions, such as fiduciary or executive management positions, or for certain regulated employers. Note, no credit score is provided on the credit report for employment purposes. State and local laws restrict when a credit report can be obtained for employment purposes.