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Employment Screening For Business
True Me Checks For Individuals
Community Safety For Peer-to-Peer

Run background checks on job candidates and employees of your business.

Run your own, personal background check to see what employers see.

Screen new members of your peer-to-peer platform to ensure trust and safety.

FCRA Employment Screening Compliance

Following the law for background checks.

 

Why Care About Compliant Background Checks?

Employee Rights

Misuse of personal, sensitive information for hiring decisions can lead to illegal and discriminatory hiring practices. The Fair Credit Reporting Act (FCRA) is just one of many laws used to protect employees against injustices in hiring.

Workplace Safety

Companies have a “duty of care” to protect their workforce from employees who pose a security risk. That means employers must identify and avoid hiring high-risk applicants, but within a transparent and fair hiring policy.

Adverse Action

FCRA-compliant consumer reporting agencies provide the processes for notifying a candidate when a background check uncovers adverse information. Our process includes a built-in opportunity for candidates to dispute the information.

Don’t Take Our Word For It

"GoodHire is the only employment screening company I’ve seen committed to fairness in hiring for both employers and employees. Its spotless operational record proves that commitment."

- Dr. Lawrence Vanhook, Director of Project Open Gate

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"GoodHire has nice clean interface that is easy to use, and I like the peace of mind that I am following EEOC and FCRA guidelines when requesting a background check. Employees were very friendly and responsive in all my interactions."

- Anonymous, GoodHire Customer

Average Employer Rating

4.6 / 5 Average Employer Rating

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GoodHire's Compliance Advantage

In addition to FCRA, state, and local laws, GoodHire’s compliance team can help you comply with the Equal Employment Opportunity Commission’s (EEOC) guidance and requirements under Title VII of the Civil Rights Act of 1964. The EEOC has recently pursued discrimination claims against employers whose screening policies disproportionately affect a protected group.

Consequently, any hiring policy that disproportionately screens out minorities, including policies that ban employment of people with criminal records that are not job-related or consistent with business necessity, may automatically be considered in violation. GoodHire is the only employment screening company that gives employers additional context for criminal records.

Comments For Context

Federal and state laws discourage employers from screening out applicants based on a criminal record alone.

One way to avoid discrimination is to consider the relevance of the record to the job, along with other factors.

GoodHire Comments for Context lets candidates add the details that help you make fair, individualized hiring decisions.

Background check results offer limited details, making it hard to create the individualized assessment that can provide a defense to Title VII claims.

GoodHire provides guidelines to keep the information fact-based and insights-focused.

Comments stay with a candidate's GoodHire results forever, so any employer who uses GoodHire will see them.

Criminal Record
Offense Details
County San Mateo
State California
County Code 13856
Sentence Date 6/13/2015
Description Misdemeanor
Offense Severity Fraud
Sentence Length 6 Months Prison
Record date 4/27/2015
Context for this record. Provided by Irina.

Federal and state laws discourage employers from screening out applicants based on a criminal record alone.

One way to avoid discrimination is to consider the relevance of the record to the job, along with other factors.

GoodHire Comments for Context lets candidates add the details that help you make fair, individualized hiring decisions.

Background check results offer limited details, making it hard to create the individualized assessment that can provide a defense to Title VII claims.

GoodHire provides guidelines to keep the information fact-based and insights-focused.

Comments stay with a candidate's GoodHire results forever, so any employer who uses GoodHire will see them.

Six Steps To FCRA Compliance

In addition to protecting individuals, the FCRA is one of many laws used to help employers avoid potential lawsuits.

Employers that use background checks to make hiring decisions can use these Six Steps to FCRA Compliance, in addition to checking relevant state laws and consulting with legal counsel, to develop a legally compliant hiring policy.


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Six Steps to FCRA
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Ban-The-Box Legislation

Ban the Box legal landscape is still developing, quickly expanding its effect nationwide. We recommend companies remove the “prior conviction” question from applications proactively, to save time later and deflate EEOC attention now.

If you must keep the question on your application, GoodHire’s Comments for Context becomes even more valuable as the additional explanation and relevant information for convictions could help establish an individualized assessment defense to a Title VII discrimination claim.