Frequently Asked Questions
We help you uncover the truth to inform and empower better decision making.
We help you uncover the truth to inform and empower better decision making.
It depends on which type of background check is performed, because each provides somewhat different information (i.e criminal history, prior employment, education, and workforce monitoring checks). Regardless of the background check type, however, the results are subject to strict privacy protection regulations established by the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC).
Today, a resume alone isn’t enough to determine whether or not a candidate will make a good employee. Pre-employment screening is a critical first step in protecting your company from the risks that come with an untrustworthy employee. Consider the following:
Simply having a background check policy in place encourages applicants to be more forthcoming in their resumes and interviews, and the process provides you with the data and expert analysis you need to make the best hiring decisions.
Most pre-employment screening programs include a criminal background search conducted at the court for each place a candidate has lived for the last seven years. Employers should also verify all degrees, licenses, and work history at each company the applicant has worked for the last seven years.
Take care of all your screening needs in one place. Our background check services include:
Contact us to get a copy of the Corporate Screening new account paperwork and complete our client vetting and verification process. Once you successfully complete these steps, you are able to order background checks online, or by email, fax, ATS system integration, or a customized solution.
You’ll also need to meet requirements under the federal Fair Credit Reporting Act, as well as any customer reporting laws specific to your state.
Next to the applicant’s legal name, the date of birth is the most important identifier used in pre-employment screening. Most courts use it as a primary identifier, and some actually require it to process a record search. If you are not able to request a candidate’s date of birth, we offer solutions that allow the candidate to confidentially supply his or her date of birth to Corporate Screening.
Free to all our clients, our Electronic Applicant Screening Engine is Internet-based, giving you 24/7 access to all of your paperless records for two years after the search was ordered.
You receive email notifications when our office receives your case and when your case is completed, plus have direct access to the investigator working on your case(s).
Authorization and disclosure are two distinct terms in pre-employment screening. While authorization from an applicant to search various sources of information is strongly recommended, a disclosure to your applicant that you are going to procure a background check is required under the federal Fair Credit Reporting Act (FCRA), as well as some state consumer reporting laws.
Among other obligations, the Fair Credit Reporting Act requires employers to:
Please see Notice to Users of Consumer Reports: Obligations of Users Under the FCRA for full details
No. A credit report provided for employment purposes does not include a credit score.
No. A credit inquiry completed for employment purposes is considered a “soft inquiry” and does not affect a credit score the way “hard inquiries” for purposes of loans, credit cards, etc. can affect a consumer’s credit score.
Yes. You must disclose to the consumer that a credit report may be completed as part of a background. Some states/cities require that the consumer receive a disclosure that a report will be pulled. Furthermore, the inquiry will appear on their credit report.
Criminal record searches typically take between 24 and 48 hours to report. Our team consistently updates you on progress, and you always have access to our system 24 hours a day.
It's important to note that a number of factors can impact the length of time a search takes, such as the need to match an applicant’s identifiers to court records, the lack of identifiers like date of birth or Social Security Number, common applicant names, court holidays, and multiple records for the same applicant.
There are many variables that contribute to an inefficient screening program and slow turnaround times. Only through an assessment of your current background check program can solutions be found to create efficiencies and speed the process.
Our team shares our expertise to help you build a customized program that gives you complete, accurate information with quick turnaround times.
Your cost will vary depending on your customized program and what information sources you need to access.
Our screening account representatives will first gain a thorough understanding of your organization, your industry, your process, and your philosophy on background screening. Then, we’ll help you build a background check program unique to your organization that is efficient, cost-effective, and offers the integrity all employers deserve.
We accept company check, credit card, EFT, or order-to-pay.
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File Disclosure: Consumers may request a free file disclosure under the FCRA, by calling toll free, 1-800-229-8606 and selecting option 4, or by sending a written request to Corporate Screening at 16530 Commerce Court, Cleveland, Ohio 44130. Consumers may check the status of this request by calling toll free, at 1-800-229-8606.