An employment background check is a standard part of the hiring process. For job seekers, understanding what this entails and preparing for it can help ensure the process unfolds without unnecessary stress or surprises. Proper preparation allows you to present yourself accurately and turn a potentially intrusive step into a straightforward part of getting your next role.
Understand What a Background Check Entails
An employment background check serves to verify that the information a candidate has provided is accurate and to identify any potential red flags. The scope of these checks can vary depending on the employer, industry, and the specific role. However, most pre-employment screenings cover a few standard areas to confirm a candidate’s history and qualifications.
The most common components include criminal history, employment verification, and education verification. A criminal history check searches for past convictions, while employment and education checks confirm the accuracy of your resume. Some employers, particularly for roles with financial responsibilities, may also look at your credit history, though this will not include your credit score. For positions that involve driving, a motor vehicle record check is also standard.
Conduct a Self-Audit
Before an employer reviews your history, it is beneficial to conduct your own audit to see what they might find. This proactive step allows you to identify and address any inaccuracies or potentially negative information ahead of time.
A good starting point is to review your official records. You can request a free copy of your credit report annually from the major credit bureaus to check for errors. For criminal records, you can check with local or state court systems for publicly available information, which gives you a chance to spot any mistakes.
It is also wise to review your online presence, as many employers now screen social media profiles. Examine your accounts on platforms like Facebook, Twitter, and Instagram for any posts or comments that could be perceived as unprofessional. Reviewing your public profiles helps ensure your digital persona aligns with the professional image you want to convey.
Gather and Verify Your Information
To facilitate a smooth background check, compile a master document with all the necessary personal information. The company conducting the check will need precise data to verify your history, and providing accurate information from the outset prevents delays and potential discrepancies. This document will be your reference when filling out applications.
Your master document should include your full legal name, any previous names, your Social Security number, and date of birth. Also include a complete list of residential addresses with dates. For your work history, list every employer, your exact job titles, and the start and end dates for each position. For your education, record the names of institutions, degrees earned, and graduation dates.
Having this information gathered and verified for accuracy is an important step. Inconsistencies between what you provide on your application and what the background check uncovers can be a significant red flag for hiring managers. Confirming every detail ensures you present a consistent and truthful account of your background.
Be Honest and Consistent on Your Application
When you complete a job application or the background check consent form, it is important to be completely honest. The primary purpose of the check is to verify the information you have provided, and any discrepancy can undermine your credibility. Lying or omitting information is often viewed more seriously by employers than the negative information itself and can be grounds for disqualification.
Using the verified information you compiled will help ensure consistency across all your application materials. Carefully transfer the dates of employment, job titles, and educational details to avoid unintentional errors. If you are unsure about an exact date, it is better to provide a close estimate and note it as such, rather than guessing.
Transparency builds trust with a potential employer. Even with a less-than-perfect record, honesty is the best policy. An employer is more likely to consider a candidate who is upfront about their past than one who attempts to conceal it.
Address Potential Issues Proactively
If your self-audit reveals potential red flags like errors in your records, it is best to address them proactively. For inaccuracies, you have the right to dispute them. If you find an error on your credit report, you can file a dispute with the credit bureau. Similarly, if there are errors in your criminal record, contact the relevant court or agency to have them corrected.
When the negative information is accurate, such as a past criminal conviction or a termination, direct and honest communication is the best strategy. You may choose to disclose it to the recruiter or hiring manager at an appropriate time. When discussing the issue, focus on taking responsibility, explain the circumstances briefly, and emphasize what you have learned.
Be aware of local regulations, such as “Ban the Box” laws, which restrict when an employer can ask about your criminal history. These laws are designed to ensure that applicants are judged on their qualifications first. Knowing the rules in your jurisdiction can help you understand when to have these conversations.
Know Your Rights During the Process
Throughout the background check process, you are protected by federal law, specifically the Fair Credit Reporting Act (FCRA). This act outlines specific procedures that employers must follow, ensuring you are treated fairly. Understanding these rights can empower you to ensure the process is conducted legally.
An employer must obtain your written consent before conducting a background check. This disclosure must be provided in a separate, standalone document, not buried in the fine print of an application.
If an employer is considering not hiring you based on information in the report, they must provide you with a pre-adverse action notice. This includes a copy of the background check report and a document titled “A Summary of Your Rights Under the Fair Credit Reporting Act.” This gives you an opportunity to review the report and dispute any inaccurate information before a final decision is made. Should the company decide not to hire you, they must send you a final adverse action notice.