I. Examine the purpose of a background check and why it is important to investigate the candidate’s past because criminal behavior could indicate the potential for future misconduct.
II. Review the restrictions and regulations that govern what the organization can investigate and how much of the information uncovered can be allowed to influence the hiring decision. The security and HR managers should discuss these matters with legal counsel.
III. Differentiate the level of detail and depth a background check can provide. Additionally, review the various types of background checks a candidate may receive:
• Identity checks
• Education and credential checks
• Previous employment verification
• References checks
• Worker’s compensation history
• Motor vehicle records
• Drug history
• Credit history
• Civil court history
• Criminal court history
IV. Outline the federal regulations that are in place with respect to obtaining personal information for employment decisions and practices:
• One governs consumer credit reporting agencies and the uses of the information procured from these agencies.
• These reports contain information on a job candidate’s credit history, employment history, and other personal data.
• The FCRA prohibits employers from obtaining these reports unless the candidate is informed in writing that such a report will be requested as part of the employment process.
• The FCRA also restricts the periods of time these reports can address.