Background check FAQ.
FCRA basics, adverse action letters, county vs statewide criminal, MVR lookbacks, and every other question employers ask before running their first report.
Background Check FAQs
Whether you are an employer running background checks for the first time or a seasoned HR professional looking to stay current on compliance, this FAQ page covers the most common questions we receive about pre-employment screening.
At Vertical Identity, we help businesses of all sizes conduct compliant, thorough background checks. Below you will find answers to frequently asked questions about the screening process, legal requirements, and best practices.
Understanding the Screening Process
Background checks are an essential part of the hiring process. They help employers verify the information provided by applicants and identify potential risks before making a hiring decision. A well-structured screening program protects your organization, your employees, and your customers.
If you have a question that is not answered here, contact our team and we will be happy to help.
Questions we hear daily
What is included in a standard background check?
A standard background check typically includes a criminal history search, identity verification, employment history verification, and education verification. Depending on the position, it may also include a motor vehicle records check, credit report, and professional license verification.
How long does a background check take?
Most background checks are completed within 1 to 3 business days. However, county-level criminal searches and employment verifications may take up to 5 business days depending on the jurisdiction and responsiveness of the sources.
What is FCRA compliance and why does it matter?
The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer reporting agencies collect, use, and share personal information. Employers must follow FCRA guidelines when conducting background checks, including obtaining written consent from the applicant before running the check and providing proper adverse action notices if employment is denied based on the results.
What are ban-the-box laws?
Ban-the-box laws prohibit employers from asking about criminal history on job applications. These laws vary by state and municipality, but generally require employers to delay criminal history inquiries until later in the hiring process, typically after a conditional job offer. Vertical Identity helps employers stay compliant with applicable ban-the-box regulations.
Can an applicant dispute background check results?
Yes. Under the FCRA, applicants have the right to dispute any inaccurate information found in their background check. The employer must provide the applicant with a copy of the report and a summary of their rights. The consumer reporting agency then has 30 days to investigate and correct any errors.
Still Have Questions?
Our screening experts are ready to help you find the answers you need.