3 Ways To Make Background Check Consent Easy For All Involved

Background Checks   |   

To build successful teams, you need to make quick and effective hiring decisions about candidates. Pre-employment background checks are an important (and federally mandated) part of the process.

But receiving written consent can be challenging for some employers, especially if candidates don’t have access to a printer, fax machine, or computer to fill out consent forms. A delay in getting consent can slow down the hiring process.

Why Care About Consent?

The Fair Credit Reporting Act (FCRA) requires written consent from candidates before running a background check.When you consider that running background checks involves sensitive information that could affect candidates’ chances of getting a job, it’s easy to understand why. Companies that run background checks without getting consent from candidates can face significant legal trouble.

FCRA Consent Requirements

Before performing a background check or submitting personal information to a consumer reporting agency (CRA) like GoodHire (or any background screening agency), employers must notify the applicant/employee in writing. The notice must explain that the results of the background check will be used for hiring, promotion, or retention purposes.

After disclosing the intent to perform a background check, employers have to get written authorization from applicants/employees acknowledging that the report may be used for employment decisions. If employers plan to screen employees for the duration of the employment period, this must be indicated in the authorization.

Once an employer receives the written consent, information about the applicant/employee may be securely provided to the CRA or screening company.

GoodHire Consent Options

To help minimize delays and streamline your hiring process, GoodHire now offers three forms of consent that comply with the FCRA.

1. GoodHire E-Consent

E-consent makes the whole process easier for both employers and candidates. Employers simply provide GoodHire with a candidate’s name and email address, and we contact the candidate to electronically sign and confirm their consent to run a pre-employment background check.

We’ve also optimized the e-consent processes for mobile devices. Candidates can electronically sign and verify their consent through their smartphones, making it easier and more accessible for candidates to move through the process quickly.

2. GoodHire Consent Form

GoodHire offers an FCRA-compliant consent form for candidate disclosure, authorization, and consent for the procurement of consumer reports.This form is best used when you have a candidate onsite so you can get their consent right away without waiting for them to sign and send in the consent form. This consent form complies with federal law, but additional state laws may apply based on your location and your applicant’s state of residence.

3. Custom Employer Consent Form

If you prefer to use your own consent form, you can set up custom text. This approach makes the most sense if your company has its own legal department.

To use your own consent form, contact our sales team and provide the form text as a Word document. GoodHire will review the form to determine if it meets our acceptance criteria. If your form meets all requirements, we’ll use your custom consent form for your future background screening.

Getting candidate consent is essential to a compliant pre-employment background screening process. That’s why GoodHire gives you options. After all, background screening isn’t your full-time job. GoodHire handles consent (and the rest of the process) so it doesn’t have to be.

What new feature would you like to see? Let us know @goodhiretweets #GoodHiring #FairHiring

Lauren Small

Lauren Small

Follow

Lauren Small is a content and social media expert who writes about hiring, onboarding, and HR best practices. Lauren comes by her HR insight honestly, having observed the culture at diverse employers Amazon, HubSpot, and GoodHire’s parent company Inflection.

Keep Your Eye On The Law

Subscribe to The Works for monthly updates and insight on changing hiring laws and background check best practices.

Our Contributors

Arte Nathan

Arte Nathan

President & COO at Strategic Development Worldwide
Deb McGrath

Deb McGrath

Founder and Chief Instigator of HR.com
Tony Le

Tony Le

Sr. Director, Global HR Operations & Talent Acquisition at IAC Publishing
Celinda Appleby

Celinda Appleby

Head of Global Recruitment Branding, Oracle

See All Our Contributors

Related posts

Compliance  |  Background Checks  | 

5 Employment Screening Practices To Stop By July 1 In California

Several common background check practices will soon be illegal in California.

Hiring  |  Background Checks  | 

4 Hidden Costs In Your Background Screening (And What They Mean)

Do you know how much employment background checks  cost your organization?

...

Compliance  |  Background Checks  | 

A Recipe For Adverse Action And Ban-The-Box Compliance

Double, double toil and trouble...

Although Shakespeare surely had something...