Red Flag Policy | Pre Employment Background Checks by HireSafe (2024)

FAQs

What will be the red flags on an employment background check? ›

Some of the most common types of red flags include: The presence of one or more misdemeanor or felony criminal records. Discrepancies between reported employment experience and verified work history. Falsely claiming possession of professional or technical licenses.

Inconsistencies may include gaps in your employment history, inaccurate descriptions of duties and responsibilities, inaccurate employment lengths or false employer information. These items may disqualify you from passing an employee background check because of concerns about your work ethic and integrity.

Employment background checks can typically go back as far as seven to ten years, though that timeframe can vary depending on the type of check, the position being applied for, industry regulations and state or local laws.

When companies hire new people, they often check the backgrounds of potential employees. This is a crucial step to make sure they're making a wise choice. A "red flag" is something in someone's background that makes an employer think twice about hiring them. It's like a warning sign that there might be a problem.

Send Pre-Adverse Action Notice

The Fair Credit Reporting Act, or FCRA, requires employers to send the candidate in question a pre-adverse action notice. This notice must include an explanation of the information you found, along with a copy of the background check.

If you're considering not hiring an applicant based on the results of a background screening, you must inform the candidate with a pre-adverse action notice. They must also be provided with a copy of their background check as well as a copy of a “A Summary of Your Rights Under Federal Credit Reporting Act (FCRA)”.

Common fails in First Advantage background check

Errors in the Reports: Perhaps the most common issue is errors or outdated information in the reports. It could be incorrect reports about a criminal history, errors in educational, financial, or any other information.

Proceed with Caution: If the discrepancy is minor and satisfactorily explained, you may choose to proceed with the hiring process. Further Investigation Required: For major discrepancies, conduct a more detailed investigation. This may involve additional background checks or verification steps.

Wyoming: Known for its individualistic approach, Wyoming does not mandate background checks in many scenarios, offering employers more freedom but also more responsibility in their hiring decisions. Montana: This state takes a similar approach, placing the onus on employers to decide when and how to conduct checks.

Criminal record searches are the most common type of background check, but there are many to choose from. Failing to conduct background checks could result in damage to your company brand. The easiest way to conduct background checks is by Using a third-party service or background screening software.

Will a felony show up on a background check after 10 years in California? ›

Although the FCRA does not impose a time limit on criminal convictions, employers using CRAs for background checks must follow stricter California state laws. California's Investigative Consumer Reporting Agency Act (ICRAA) generally restricts CRAs from reporting conviction records over seven years old.

Regular or recent use of illegal substances, especially if it involves drugs categorised as controlled substances, is a red flag for security clearances. Drug use, even if it is in the past, can raise concerns about an individual's judgement, reliability, and susceptibility to coercion.

Rule of thumb: should there be any doubt with an applicant, always flag. Examples of consistency/logistical yellow flags include rescheduling fingerprinting or their interview three times, or frequently committing to next screening steps but not following through.

Answered July 5, 2019 - Attendant (Current Employee) - Los Angeles, CA. That it was accepted and passed. Upvote2 Downvote.

Green Check Mark: The background cleared with no areas of concern. This candidate can be moved to "Hired". Yellow Caution Sign: There is a potential area of concern.