What To Do If Your Candidate Fails A Background Check

A Background Check Solving Process Step By Step

There are many reasons why a job candidate might fail a background check, some more problematic than others. It doesn't mean you shouldn't hire a candidate who failed a background check after a job offer.

These five steps will help you make an informed hiring decision while following your company's hiring guidelines and all applicable laws.

We will discuss the most common reasons for a background check to fail in this article. It is crucial that you follow your company policy, abide by both federal and local laws, and follow crucial procedures.

Why Does A Background Check Fail?

Several factors can prevent someone from passing a background check, including criminal history, education discrepancies, poor credit history, damaged driving record, false employment history, and failed drug tests.

Each of these reasons is discussed in turn here: some are certainly more problematic than others.

1. Criminal History

It is up to you whether you are able to hire the person regardless of his or her record, including industry regulations as well as the position they are applying for. It may be discriminatory to refuse a job to an individual with a criminal history in certain circumstances.

1. Education Disparities

People who find themselves unemployed often feel the need to fluff up their resumes. Education verification background checks can identify claims that do not correspond to reality, such as an applicant's higher education history.

1. Driving Record Damaged

If an employee gets into an accident while on the clock or behind the wheel of a company vehicle, checking their driving record can prevent legal and insurance concerns.

1. Drug test failed

It is a major liability when employees use illicit drugs. The results of a pre-employment drug test could result in the individual being excluded from the pool of potential employees if they have used an illegal substance. A consistent screening process ensures that all new hires are treated the same.

How do you Solve The Problem For a Candidate Who Failed Their Background Check?

If the employee fails the background check after being offered a job, follow these five steps for an approach that is systematic, clear, and legal:

Step 1: Check Your Policy

Ensure your employee background verification screening policy outlines everything that goes into the background check, including social security verification, past employment and education verification, reference checks, criminal history, motor vehicle records, and (where allowed) credit history. You must adhere to those terms carefully and equally with every candidate.

Step 2: Send Pre-Adverse Action Notifications

To let the applicant know that you won't be hiring them based on the results of the background check, give him or her a pre-adverse action notice, along with a copy of "A Summary of Your Rights Under FCRA.".

Step 3: Let Your Candidate Respond

This is when you give the applicant the opportunity to discuss the issues brought up by the background screening. There is a valid explanation for a discrepancy in employment history. Only the person knows.

Step 4: Make Your Decision

Employers can conduct individualized assessments as long as they use the guidelines set out by the EEOC and follow their own company policy. If you hire the candidate, you've already completed the initial background check.

Here The Good Solution You can make informed hiring decisions with the help of a thorough background check. It makes your job of hiring a qualified candidate easier, which can make a job applicant who does not have a clear background check very happy.

A Background Check Solving Process Step By Step

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