New ban-the-box laws are taking effect around the country with provisions that can conflict with established FCRA procedures.
Waiting periods, notification requirements, and specialized processes differ in many states, counties, and cities.
Few solutions available today go beyond FCRA requirements, leaving you to sort out additional fair hiring legalities on your own.
Requirements vary based on state and local laws. Get automatic notifications when you can legally take steps for adverse action.
Built-in waiting periods, customizable email templates, and instructions guide you and your candidates through the process.
An integrated targeted screen workflow walks you through the steps needed to meet EEOC guidelines and local regulations.
GoodHire’s unique Comments for Context makes individualized assessments easy and quick.
We’ll let you know when individualized assessments are recommended – and when they’re required.
Standard with every GoodHire background check, no one else delivers this level of automation and compliance at no extra charge.
You may not need adverse action for every candidate with a criminal record.
When the results of a background check make you reconsider offering someone a job, though, GoodHire helps you treat candidates fairly in a process that protects them and mitigates risk to your company.
Our in-house compliance expertise is unparalleled. Find out what else we can do for your business