Our New FCRA Compliance Analyst On What To Know About That Law

Background Checks   |   

GoodHire is dedicated to helping employers make quick and effective hiring decisions based on accurate and fair information. That’s why we take compliance with the Fair Credit Reporting Act (FCRA) so seriously.

Our latest effort to strengthen this commitment is hiring an FCRA Compliance Analyst: Licensed attorney Izzy McLean is already hard at work ensuring that all of GoodHire’s products and processes adhere to the strictest FCRA regulations.

We sat down with Izzy to learn more about how she is helping GoodHire in our commitment to offering employers easy-to-use background screening options that respect candidate privacy and adhere to all FCRA requirements.

How does the FCRA apply to the hiring process?

The FCRA is a federal law that was passed in 1970 as a means to regulate the credit reporting industry and improve the public’s confidence in the banking system. Over the past three decades, the FCRA has become a very powerful rulebook that credit reporting agencies and background screening companies must follow. The law sets the standards for reporting consumers’ information, the means by which inaccurate information in reports must be corrected, and the methods in which consumer information may be shared.

Why is the FCRA important?

It’s a trust building tool for consumer reporting agencies. It communicates to employers what obligations they have regarding the job candidates they screen. In today’s age, with so many data breaches and so much information being surreptitiously shared by companies, the FCRA acts as a consumer sword, and arms them with rights to access their personal data and ensure that it is accurate.

What is GoodHire’s commitment to helping customers with FCRA compliance?

GoodHire provides all candidates we screen for employers with free copies of their background reports. This isn’t required under the FCRA; it’s just a service we provide to make sure that candidates see what personal data is being shared. We have designated agents who are specially trained in dispute resolution to help job candidates have any inaccuracies on their reports corrected as quickly as possible.

GoodHire also went through a rigorous process to become accredited by the National Association of Professional Background Screeners (NAPBS). As part of this certification, our processes were audited for FCRA compliance. This certification is a testament to our commitment to helping employers build great teams while protecting their candidates rights under the FCRA.

What is the single most important thing you want every HR person to know about FCRA compliance?

FCRA compliance benefits both organizations and consumers. By making sure your screening practices are compliant, you’re not just protecting yourself from a lawsuit: you’re also respecting the rights of your job applicants and receiving accurate information for review during the hiring process.

Why are background checks so important?

They assist employers in creating safe workplaces and hiring the most qualified candidates. Background checks aren’t just limited to criminal record searches; employers can verify previous employment, education, and professional licenses. By doing so, they make sure that they are hiring candidates who are competent and transparent about their credentials.

How have you seen the landscape of employment screening evolve?

In the last year especially, I’ve seen courts really become champions for job applicants, and hold both credit reporting agencies and employers to the strictest standards of FCRA compliance. The FCRA provides consumers with simple, inexpensive legal recourse. So, I think consumers are really embracing that and enforcing their rights, as they should.

Describe your typical day at work.

I reach out to our GoodHire support agents first thing, and see to it that any of their questions or concerns are addressed first. This is because they are our first point of contact with clients and consumers, and I think it’s important that we serve those two audiences before working on any internal issues.

The rest of my day is spent juggling various compliance-related tasks. I’m currently conducting an audit of GoodHire’s procedures to make sure that we’re doing everything we should be doing from an FCRA standpoint.

Sometimes, I’ll be asked to communicate with our clients or a consumer if they have questions about background screening, so I’ll make phone calls and reach out. Other times, I’ll sit in on meetings to make sure that products are being developed in a way that ensures the company remains compliant with the FCRA and state analogs to the FCRA. It really varies, which is something I love. There is no monotony in an FCRA compliance position.

Why did you join GoodHire?

I researched the company and knew immediately that it was an amazing place to work. It’s growing at an incredible rate, it’s staffed with passionate and hardworking people, and it’s committed to seeing to it that consumers’ rights are respected. Who wouldn’t want to work at a fun, rapidly scaling company with integrity?

I think what sets us apart is our consumer-advocacy. We take so much pride in what we do and we want to make sure that every report we produce is as accurate as possible. We understand that these reports have far-reaching effects on the companies that use them to make hiring decisions and on the personal and professional lives of consumers. We take our responsibilities as stewards of information very seriously.

To learn more about the FCRA, click here.

Kaitlyn Barnard

Kaitlyn Barnard


Kaitlyn Barnard’s work bridges social media, branding, and content creation. She writes about a variety of topics, from recruiting to legal compliance.

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