At ACI Background Checks, we offer a comprehensive range of screening services to help you make informed decisions. Our background checks, also known as employment screening, criminal record checks, consumer reports, or Investigative Consumer Reports in California, consist of compiling all screens ordered on a single individual or data subject.
Whether you need identity verification, criminal and civil background checks, international screenings, driving record checks, employment, education, and professional license verification, healthcare sanctions checks, employment drug testing, or professional reference checks, we’ve got you covered. Trust ACI Background Checks for reliable and efficient screening solutions.
Understanding Background Check Terms
When it comes to background checks, it’s crucial to familiarize yourself with the terminology. While it may seem overwhelming at first, having a solid grasp of the terms used in background checks is essential. This knowledge ensures that your company can request the appropriate screenings, safeguard candidates’ privacy, and comply with all relevant laws and regulations.
To help you navigate this realm effectively, here are ten of the most important background screening terms you should be familiar with if you’re currently conducting or planning to implement a screening program.
1. Consumer Reporting Agency (CRA)
Examples of CRA are organizations that collect or evaluate information about consumers and provide reports on these consumers to third parties, which may use them to establish an individual’s eligibility for credit, employment, insurance, and more. Employment screening agencies, like ACI Background Checks, and credit bureaus, like Experian. All CRAs must abide by the Fair Credit Reporting Act (FCRA).
2. Summary of Rights
The Summary of Rights document provides consumers with valuable information about their rights under the FCRA, ensuring transparency and fairness. These rights include: being informed of a background check, giving written consent before sharing results with employers, accessing the contents of their file, disputing incomplete or inaccurate information, reviewing their credit score if included, and knowing if the background screening influenced employment decisions. Employers are required to provide candidates with a copy of the Summary of Rights upon completion of a background check.
3. Permissible Purpose
CRAs can share consumer reports only with end users who have a specific permissible purpose, such as screening for employment, extending credit, or issuing insurance. Employers receiving the reports must certify that:
- They notified the candidate and received written permission before conducting a screening;
- They will comply with the FCRA, and
- They won’t use the information to discriminate against the candidate, or otherwise misuse it in violation of federal or state equal opportunity laws.
4. Credentialing
To confirm employers are eligible to receive background check reports and will use them for permissible purposes, FCRA-compliant background screening companies credential new customers. Credentialing is a one-time process that uses various sources to verify that your company is a legitimate business entity. It typically requires submitting an application and providing documentation.5. Onsite Inspection
To ensure that employment credit reports are only provided to legitimate businesses, a one-time onsite inspection of your primary place of business may be required as part of the credentialing process if you plan to order credit reports.
6. Pass-Through Fees
Please note that in addition to the cost of the background check, there may be pass-through fees applicable. These fees are charged by the screening provider directly from the corresponding state and county offices and courts, motor vehicle departments, educational institutions, employment verifiers, or drug testing providers. It is important to understand that ACI Background Checks does not add any markups to these additional data access fees.
7. Alert
Our comprehensive background check will promptly notify you of any alerts that may arise from the screening process. These alerts encompass a variety of potentially adverse results, such as criminal records, invalid or suspended driver’s licenses, and instances where a candidate’s previous employer is unable to verify their employment history. Stay well-informed with our diligent screening procedures.
8. Adjudication
In the realm of background screening, the term “adjudication” holds two distinct meanings:
- For HR professionals, it refers to the meticulous process of assessing a job applicant’s background check results in relation to your company’s employment screening policy. This evaluation assists in identifying candidates who align with your hiring eligibility criteria. While adjudication can be carried out manually, some background screening services provide automated systems. These advanced tools empower you to apply filters that automatically categorize candidate results based on your company’s policies, state and local laws, and industry regulations.
- On the other hand, concerning criminal records, deferred adjudication (also known as diversion) entails the court deferring judgment on charges, granting the defendant an opportunity to fulfill specific requirements such as drug or alcohol rehabilitation, community service, or probation. After the successful completion of these obligations, the case will be reevaluated and potentially dismissed.
9. Individualized Assessment
If a background check reveals a criminal record, and hiring regulations do not explicitly forbid employing the candidate based on the offense, it is recommended to conduct an individualized assessment according to the guidelines of the Equal Opportunity Employment Commission (EEOC). This assessment should take into account the seriousness and nature of the offense, the time elapsed since the offense or completion of the sentence, and the relevance of the offense to the position being applied for. Moreover, it should provide an opportunity for the candidate to present additional information regarding their rehabilitation progress, circumstances surrounding the offense, and any other relevant details that can assist employers in making an informed hiring decision.
10. Dispute
If a background check report contains information that the candidate deems inaccurate, they have the right to file a dispute. This process involves reaching out to the CRA, which can often be done online or over the phone. The CRA is then obligated to conduct an investigation and provide the outcome within 30-45 days, as stipulated by the FCRA. To determine the accuracy of a background screening company’s results, their dispute rate can be a valuable metric—an indicator of the ratio of legitimate disputes to the total number of background checks conducted by the CRA.
ACI Background Checks simplifies and streamlines the background screening process, making it less confusing. Our intuitive dashboard presents candidate reports in a clear format, allowing you to quickly identify key information. With built-in compliance features, we help you mitigate risk and keep you informed every step of the way. If you need further assistance, contact our FCRA-certified support team is always available to help.